Journal articles: 'Employer associations'

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Rana, Geeta, Ravindra Sharma, S. P. Singh, and Vipul Jain. "Impact of Employer Branding on Job Engagement and Organizational Commitment in Indian IT Sector." International Journal of Risk and Contingency Management 8, no. 3 (July 2019): 1–17. http://dx.doi.org/10.4018/ijrcm.2019070101.

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This article seeks to empirically examine the impact of employee branding on job engagement and organizational commitment in Indian IT companies. The data was collected from 250 employees employed in various companies in Indian IT companies. Results revealed a strong positive association between employer branding and job engagement, job engagement and organizational commitment, and employer branding and organizational commitment. Further, job engagement showed a partial mediating effect on the link between employer branding and organizational commitment. This is the first empirical investigation to simultaneously examine associations among employer branding, job engagement, and organizational commitment. Practitioners could, with such knowledge, incorporate the most influential dimensions of employer branding in organizational culture.

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Zhu, Judith Shuqin, and Chris Nyland. "Chinese employer associations, institutional complementarity and countervailing power." Work, Employment and Society 31, no. 2 (June 1, 2016): 284–301. http://dx.doi.org/10.1177/0950017016643480.

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Prior to 2011 the China Enterprise Confederation (CEC) was the only employer association recognized by China’s government. Drawing on interviews with staff from employer associations, employers and state officials, this study clarifies the role of Chinese employer associations, with the focus being on the CEC. The study finds that the Confederation is a quasi-state agency that undertakes many of the activities conducted by employer associations in developed economies. It also finds that the demise of the CEC’s monopolization of employer representation can be attributed to its inability to act as an agent of countervailing power and its inability to sustain a complementary relationship with the social partners that are suited to the newly emergent employment relationship being constructed in China.

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Taylor, Yhenneko J., Victoria C. Scott, and C. Danielle Connor. "Perceptions, Experiences, and Outcomes of Lactation Support in the Workplace: A Systematic Literature Review." Journal of Human Lactation 36, no. 4 (June 12, 2020): 657–72. http://dx.doi.org/10.1177/0890334420930696.

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Background Despite legislation requiring break time and a private space to express milk, variations exist in accommodations for breastfeeding employees in the United States. Research Aims We aimed to describe employee and employer perceptions of and experiences with workplace lactation support in the United States and to identify research needed to inform workplace lactation support programs. Methods We searched Academic Search Complete, Business Search Complete, CINAHL, MEDLINE, PubMed, and PsycInfo for peer-reviewed articles published from 2009 to 2019 ( n = 1638). We included 27 articles. Studies were categorized into four non-exclusive themes: (a) employee perceptions of and experiences with workplace lactation support; (b) employer reports of workplace lactation support; (c) association between workplace lactation support and business outcomes; and (d) association between workplace lactation support and breastfeeding outcomes. Results Analyses of associations between lactation support at work and employee breastfeeding outcomes ( n = 14, 52%), and employee perceptions of and experiences with lactation support at work ( n = 14, 52%) were most common, followed by employer reports of lactation support ( n = 3, 11%) and associations between lactation support at work and job satisfaction ( n = 3, 11%). Results indicated that workplace lactation support varied by employer, and that employee perceptions of and experiences with workplace lactation support varied by demographic and employment characteristics. The use of cross-sectional designs, unvalidated instruments, and limited representation from women with low incomes and minorities were common study limitations. Conclusions More research is needed to learn about experiences of employers and low-income and minority women with workplace lactation support and associations with business-relevant outcomes.

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Todd, Patricia. "Employer and Employer Association Matters in 2010." Journal of Industrial Relations 53, no. 3 (June 2011): 353–67. http://dx.doi.org/10.1177/0022185611402009.

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In 2010 much of the activity in industrial relations for employers and employer associations was focused on transitioning to and complying with the Fair Work Act 2009. The issues identified by employer associations as being of most concern have varied. For many in the services sector, as well as in small businesses in other sectors, the focus has been on the impact of the modern awards; while in industries such as mining, construction and manufacturing, bargaining and agreement-making have been of a higher order of priority. There have been numerous other IR matters also occupying employers’ time, including the proposed amendments to the building industry inspectorate’s powers, which remain in ‘limbo’. Towards the end of the year, serious concerns about the supply of skilled labour arose again, which, together with the enhanced union bargaining capacity provided by the Fair Work Act, suggests that employers may expect more ‘hard bargaining’ in some sectors in 2011.

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Sheldon, Peter, and Louise Thornthwaite. "Employer and employer association matters in Australia in 2019." Journal of Industrial Relations 62, no. 3 (April 9, 2020): 403–24. http://dx.doi.org/10.1177/0022185620908908.

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The May federal election appeared particularly important to employers’ views of their industrial relations’ interests. Employers and their associations had long steeled themselves against an unwelcome Labor victory, fearing Labor’s promises of substantial changes to industrial relations’ structures, processes and outcomes as well as taxation. Associations appeared busier than ever, representing employers through politics-related public relations, lobbying and media. With enterprise bargaining withering and most wages stagnant, Labor’s defeat encouraged associations and the re-elected government to engage in another, for-now stalled, attack on what remains of unions’ capacity to collectively protect employees. They have also focused on emergent (individual) employment law challenges for employers but have mainly deflected on widespread evidence of wage underpayment. While the political context again strongly favours employers and their associations, they face substantial challenges from rising media and public criticisms over employers’ widespread abuses of their social licence to operate.

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Plowman, David H. "Employer Associations and Industrial Reactivity." Labour & Industry: a journal of the social and economic relations of work 1, no. 2 (June 1988): 287–305. http://dx.doi.org/10.1080/10301763.1988.10669045.

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Thornthwaite, Louise, and Peter Sheldon. "Employer and employer association matters in Australia in 2018." Journal of Industrial Relations 61, no. 3 (May 1, 2019): 382–401. http://dx.doi.org/10.1177/0022185619834323.

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For employers and employer associations, 2018 was in part a year of submissions to government inquiries, the 4-yearly modern wage review and the minimum wage review. Issues of numerical flexibility, including casual work, the gig economy and labour hire, also consumed much attention. It was also a year in which public discontent with the business world, particularly with big business, in relation to industrial relations and broader socio-political issues, and the questioning of its social licence to operate have escalated. In examining the major issues that concerned employers and their associations during the year, this article also discusses the pressures building for them in expressing and promoting their industrial relations agendas in response to a looming federal election, dynamic trade union campaigning and growing public discontent with the industrial relations system in its current form.

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Barry, Michael. "Employer Associations: Assessing Plowman's Reactivity Thesis." Journal of Industrial Relations 37, no. 4 (December 1995): 543–61. http://dx.doi.org/10.1177/002218569503700403.

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Rampl, Linn Viktoria. "How to become an employer of choice: transforming employer brand associations into employer first-choice brands." Journal of Marketing Management 30, no. 13-14 (July 28, 2014): 1486–504. http://dx.doi.org/10.1080/0267257x.2014.934903.

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Barry, Michael, and Kevin You. "Employer and employer association matters in Australia in 2016." Journal of Industrial Relations 59, no. 3 (May 22, 2017): 288–304. http://dx.doi.org/10.1177/0022185617693873.

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Employers and their associations were hopeful that the double dissolution election in 2016 would end continuing policy deadlock, which had hitherto stalled progress on their desired industrial relations reforms. But the coalition’s less than convincing victory at the polls dashed any hope that such progress would be swift and comprehensive. Towards the end of the year, the government was finally able to secure the passage of the contentious Australian Building and Construction Commission and Registered Organisations bills that triggered the election. But action on other fronts, like implementing the recommendations of the Productivity Commission’s 2015 Inquiry, had been slow. The Fair Work Commission’s much anticipated deliberation on Sunday penalty rates is also delayed, creating more uncertainties for award-reliant employers at the end of 2016. To aggravate matters further, unions are continuously trying to chip away various key features of casual working arrangements, through Fair Work Commission test cases and by pushing strongly in favour of the inclusion of casual deeming provisions in modern awards.

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Barry, Michael, and Adrian Wilkinson. "Reconceptualising employer associations under evolving employment relations." Work, Employment and Society 25, no. 1 (March 2011): 149–62. http://dx.doi.org/10.1177/0950017010389229.

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MARTIN, CATHIE JO. "Corporatism from the Firm Perspective: Employers and Social Policy in Denmark and Britain." British Journal of Political Science 35, no. 1 (December 8, 2004): 127–48. http://dx.doi.org/10.1017/s0007123405000062.

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This is an evaluation of the impact of corporatist and pluralist employers' associations on firms' programmatic participation in active labour-market and social policies in Denmark and Britain. Drawing on semi-structured interviews with randomly-selected companies, it explores whether employers' associations engage differently with their constituent firms in corporatist and pluralist settings, and whether corporatist countries have an advantage in implementing active social policies. Variations in type of employer organization are found to constitute a determinant of cross-national differences in business attitudes towards the welfare state. Membership in a Danish employers' association confers an entirely different set of effects from membership in a British group and associational membership is a significant positive determinant of firm participation in Denmark but not in Britain. Active social policy has been viewed as a growth opportunity in a new issue area by the Danish ‘peak’ employers' association and its sectoral members. Although this association is losing some control over collective bargaining, its constituent associations have developed other functions, such as creating deliberative forums for managers, especially at the local level. The research also highlights the role of the state in the renegotiation and survival of corporatist institutional arrangements.

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Mackinnon, Bruce Hearn. "Employer Matters in 2008." Journal of Industrial Relations 51, no. 3 (May 20, 2009): 347–63. http://dx.doi.org/10.1177/0022185609104302.

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In terms of employer matters, the year 2008 may be best characterized as one dominated by change, challenge and Canberra, as the political landscape was transformed, industrial relations legislation was rewritten and global capitalism went into financial meltdown. The new political and economic environment seemed to demand a greater emphasis on consultation, efforts at cooperation and, dare I say it, in some cases even `consensus'. Nevertheless, employers were nonetheless active in pursuing their own objectives, with the main employer associations preoccupied for most of 2008 lobbying for changes and amendments to the form and substance of Labor's new industrial relations regime, Forward with Fairness. Importantly, the new industrial and legal landscape suggested that the changed status of the `parties' vis-a-vis awards, is likely to lead to increased competition for relevance among employer associations, leading to a series of amalgamations and rationalization, much as occurred with unions in the 1990s.

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Payne, Julianne, Laurie Cluff, Jason Lang, Dyann Matson-Koffman, and Antonio Morgan-Lopez. "Elements of a Workplace Culture of Health, Perceived Organizational Support for Health, and Lifestyle Risk." American Journal of Health Promotion 32, no. 7 (March 12, 2018): 1555–67. http://dx.doi.org/10.1177/0890117118758235.

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Purpose: We investigated the impact of elements of a workplace culture of health (COH) on employees’ perceptions of employer support for health and lifestyle risk. Design: We used 2013 and 2015 survey data from the National Healthy Worksite Program, a Centers for Disease Control and Prevention (CDC)-led initiative to help workplaces implement health-promoting interventions. Setting: Forty-one employers completed the CDC Worksite Health Scorecard to document organizational changes. Participants: Eight hundred twenty-five employees provided data to evaluate changes in their health and attitudes. Measures: We defined elements of a COH as environmental, policy, and programmatic supports; leadership and coworker support; employee engagement (motivational interventions); and strategic communication. Outcomes included scores of employees’ perceptions of employer support for health and lifestyle risk derived from self-reported physical activity, nutrition, and tobacco use. Analysis: We estimated effects using multilevel regression models. Results: At the employee level and across time, regression coefficients show positive associations between leadership support, coworker support, employee engagement, and perceived support for health ( P < .05). Coefficients suggest a marginally significant negative association between lifestyle risk and the presence of environmental and policy supports ( P < .10) and significant associations with leadership support in 2015 only ( P < .05). Conclusion: Relational elements of COH (leadership and coworker support) tend to be associated with perceived support for health, while workplace elements (environmental and policy supports) are more associated with lifestyle risk. Employers need to confront relational and workplace elements together to build a COH.

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Shrestha, Rajendra Bahadur. "Initiations of Employer Engagement in Training Delivery of TVET Programmes." Journal of Training and Development 6, no. 01 (December 28, 2021): 12–20. http://dx.doi.org/10.3126/jtd.v6i01.41769.

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Engagement of employers in the Technical Vocational Education and Training (TVET) system is needed not only to increase the training capacity but to ensure the TVET is demand-driven, quality oriented, future focused and provides the economy with the skilled workers it needs. Employer engagement in TVET system covers a spectrum of cooperation and involves small participation to build the trust required to develop more robust long-term engagement strategies. Developing engagements with employer and employer’s associations at all levels of the training programmes life cycle facilitate the development of workable solutions for training-to-work transitions. The employer has a crucial role to play in the delivery of training programmes. Engagement of employer is an essential component of overall training programmes and leads to developing responsive labour market skill needs, supporting priority economic sectors, training design and development, training delivery and post training support to develop ongoing dialogue with employer and employer associations. The need to increase the engagement of employers in TVET programmes has been known for many years in the country, however, employer engagement in training delivery of TVET programme is under-explored in Nepal. This article addresses the existing situation, explores issues, and share some practicable initiations of employer engagement in the TVET programme.

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Harris, Jeffrey R., Christine M. Kava, Kwun C. Gary Chan, Marlana J. Kohn, Kristen Hammerback, Amanda T. Parrish, Christian D. Helfrich, and Peggy A. Hannon. "Pathways to Employee Outcomes in a Workplace Health Promotion Program." American Journal of Health Promotion 36, no. 4 (January 4, 2022): 662–72. http://dx.doi.org/10.1177/08901171211066898.

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Purpose This study examined the relationship between employee outcomes and employer implementation of evidence-based interventions (EBIs) for chronic disease prevention. Design Cross-sectional samples collected at 3 time points in a cluster-randomized, controlled trial of a workplace health promotion program to promote 12 EBIs. Setting King County, WA. Sample Employees of 63 small, low-wage workplaces. Measures Employer EBI implementation; 3 types of employee outcomes: perceived implementation of EBIs; perceived employer support for health; and health-related behaviors, perceived stress, depression risk, and presenteeism. Analysis Intent-to-treat and correlation analyses using generalized estimating equations. We tested bivariate associations along potential paths from EBI implementation, through perceived EBI implementation and perceived support for health, to several employee health-related outcomes. Results The intent-to-treat analysis found similar employee health-related behaviors in intervention and control workplaces at 15 and 24 months. Workplaces implemented varying combinations of EBIs, however, and bivariate associations were significant for 4 of the 6 indicators of physical activity and healthy eating, as well as perceived stress, depression risk, and presenteeism. We did not find significant positive associations for cancer screening and tobacco cessation. Conclusion Our findings support broader dissemination of EBIs for physical activity and healthy eating, as well as more focus on improving employer support for employee health. They also suggest we need better interventions for cancer screening and tobacco cessation.

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Plowman, David H. "Countervailing Power, Organisational Parallelism and Australian Employer Associations." Australian Journal of Management 14, no. 1 (June 1989): 97–113. http://dx.doi.org/10.1177/031289628901400106.

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Plowman, David H. "Employer Associations and Bargaining Structures: An Australian Perspective." British Journal of Industrial Relations 26, no. 3 (November 1988): 371–96. http://dx.doi.org/10.1111/j.1467-8543.1988.tb00757.x.

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Baruk, Agnieszka Izabela. "Associations with the University as an Employer in the Years 2016–2019 — Young Potential Employees Perspective." Marketing of Scientific and Research Organizations 32, no. 2 (June 1, 2019): 131–51. http://dx.doi.org/10.2478/minib-2019-0033.

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Summary The article is theoretical and empirical. To prepare the theoretical part, the method of cognitive-critical analysis of world literature in the field of management, personal marketing, etc. was applied. Based on the results of this analysis, it can be concluded that there is a cognitive and research gap relating to research on universities as employers. This applies especially to associations of young potential employees with this group of employers. Therefore, the article aims to achieve the goal, which is to identify associations of young potential employees with the university as a workplace and indicate the changes taking place in them. In order to achieve this goal, three editions of empirical research were conducted, using the survey method to collect primary data. The collected data were subjected to quantitative analysis using statistical analysis methods. Its results indicate that there has been a slight improvement in terms of associations of respondents with the university as a workplace. Still, however, more than half of the respondents did not take into account taking up employment in such institutions. Therefore, it is still not an attractive employer for young Poles, which indicates the need to undertake comprehensive activities related to building a positive image as an employer.

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Broek, Di Van Den, Peter Sheldon, and Louise Thornthwaite. "Employer Associations and Industrial Relations Change: Catalysts or Captives?" Labour History, no. 82 (2002): 174. http://dx.doi.org/10.2307/27516861.

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Kucherov, Dmitry, and Violetta Samokish. "Employer brand equity measurement." Strategic HR Review 15, no. 1 (February 8, 2016): 29–33. http://dx.doi.org/10.1108/shr-08-2015-0068.

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Purpose – This paper aims to assess the value of the employer brand through employer brand equity. Design/methodology/approach – Based on the model of employer brand equity by B. Minchington, the core employer brand assets (employer brand awareness, associations, loyalty, perceived employment experience) for three large companies are measured and the total employer brand equity strength is evaluated. Findings – The paper demonstrates a quantitative approach to employer brand evaluation. It takes into account the core target groups of the employer brand and could be the integrated tool for the assessment of the employer brand equity strength and its separate assets. Practical implications – In the paper, the universal formula for total employer brand strength evaluation is proposed. It provides evidence that employer brand needs to be measured systematically and depending on the value of its particular assets different employer brand activities should be intervened. Originality/value – The value of this paper is to provide the human resource team with a holistic set of tools for employer brand measurement to comprehend the competitive position of the company as an employer on the labor market.

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Gooberman, Leon, Marco Hauptmeier, and Edmund Heery. "The decline of Employers’ Associations in the UK, 1976–2014." Journal of Industrial Relations 61, no. 1 (April 16, 2018): 11–32. http://dx.doi.org/10.1177/0022185617750418.

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This article examines the collective, member-based employers’ associations in the UK that regulate the employment relationship by participating in collective bargaining. The main empirical contribution is to provide, for the first time, a longitudinal dataset of employers’ associations in the UK. We use archival data from the UK Government’s Certification Office to build a new dataset, identifying a decline of 81% in the number of employers’ associations between 1976 and 2013–2014. We also find that political agency and reducing levels of collective bargaining undermined employers’ associations by reducing employers’ incentives to associate, although changes within the UK’s system of employment relations enabled other types of collective employer organisation to survive.

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Brandl, Bernd, and Alex Lehr. "The strange non-death of employer and business associations: An analysis of their representativeness and activities in Western European countries." Economic and Industrial Democracy 40, no. 4 (October 4, 2016): 932–53. http://dx.doi.org/10.1177/0143831x16669842.

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Against the background that corporatism is on the decline in recent decades, one could expect that the representativeness of employer and business associations is also declining. In this article it is argued and shown that, contrary to this expectation, this decline is not observable for employer and business associations. So the question arises as to whether employer and business associations are simply relics of a different era with no longer any purpose. Using a cross-national approach it is shown that by adapting their organizational structure as well as their activities to the changing needs of business, employer and business organizations are as ‘strong’ and active nowadays as ever.

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Kuo, Alexander. "The Spread of Anti-Union Business Coordination: Evidence from the Open-Shop Movement in the U.S. Interwar Period." Studies in American Political Development 32, no. 1 (April 2018): 103–26. http://dx.doi.org/10.1017/s0898588x18000044.

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What explains the development of repressive employer coordination? Classic historical American business and labor literature focuses on institutions of labor repression and employer associations, but little systematic examination of such associations exists, particularly during the interwar period. Similarly, recent political science literature on the origins of industrial institutions underemphasizes the importance of repressive employer associations. I use new quantitative subnational evidence from the U.S. interwar period, with data from the open-shop movement in the United States at the local level after World War I. I test a variety of families of hypotheses regarding variation in repressive employer coordination, with specific data measuring the threat posed by organized labor. I find that such threats posed by unions are correlated to repressive employer associations. The results have implications for understanding local-level variation in the business repression of labor movements in the early twentieth century and contribute to our understanding of labor repressive institutions and the incentives of firms to collectively act.

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MARTIN, CATHIE JO, and DUANE SWANK. "Does the Organization of Capital Matter? Employers and Active Labor Market Policy at the National and Firm Levels." American Political Science Review 98, no. 4 (November 2004): 593–611. http://dx.doi.org/10.1017/s0003055404041371.

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Does the organization of business matter for social policy development in the advanced capitalist democracies? Conventional welfare state analysis has given this significant question scant attention. We argue, however, that the representational power of business, coordination across business interest units, and integration of associations in corporatist policy-making forums, or what we call the social corporatist organization of business, should result in greater support and participation by employers in social policy formation and implementation. We test our arguments with models both of 1980–98 pooled time-series data on within- and across-country variation in spending on active labor market programs and of extensive firm-level survey data from Denmark and the United Kingdom. We find that the centralization and coordination of employers as well as the integration of employer organizations in corporatist policy-making forums are strongly associated with shares of national income devoted to active labor market policy. We find, moreover, that the degree of employer organization conditions active labor market policy responses to “de-industrialization” and increases in general unemployment. At the firm level, membership in an employer association has a significant positive effect on employer participation in active labor market programs in corporatist Denmark but not in the pluralist United Kingdom.

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Rose, Joseph B. "Legislative Support for Multi-Employer Bargaining: The Canadian Experience." ILR Review 40, no. 1 (October 1986): 3–18. http://dx.doi.org/10.1177/001979398604000101.

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This study appraises the laws adopted in the 1970s by most provinces in Canada for the purpose of promoting stronger employer associations and broader bargaining structures in the construction industry. The author finds that employer associations in construction are now more cohesive and less vulnerable to union whipsaw and leapfrog tactics, and the frequency of construction strikes has declined. On the other hand, other measures of strike activity, such as total days lost, increased following the legislative changes, and construction wages continued to rise as rapidly as in the late 1960s.

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U. Zeytinoglu, Isik, Gordon B. Cooke, and Sara L. Mann. "Employer Offered Family Support Programs, Gender and Voluntary and Involuntary Part-Time Work." Articles 65, no. 2 (August 31, 2010): 177–95. http://dx.doi.org/10.7202/044298ar.

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This paper examines the availability of employer offered childcare and eldercare support in Canada. In addition, the associations between these support programs, gender and voluntary and involuntary part-time work are also examined. Using Statistics Canada’s 2003 Workplace and Employee Survey, results show that employer offered childcare programs exist in a very small number of workplaces, and eldercare support programs are almost nonexistent. Moreover, women are less likely than men to be offered family support programs. Voluntary and involuntary part-time workers are less likely to be offered family support programs than full-time workers. We argue that if individuals are going to receive assistance for childcare and eldercare, that assistance is more likely going to come from the government as opposed to employers. We suggest publicly funded universal family support programs to assist workers.

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Westcott, Mark. "Employers and Bargaining Structure: the Case of the Australian Oil Industry." Journal of Industrial Relations 41, no. 4 (December 1999): 575–93. http://dx.doi.org/10.1177/002218569904100406.

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In the Australian literature on industrial relations, the dominant explation for the operation of employer associations bas come from the work of David Plowman. In the course of his analysis Plowman came to postulate that, unlike the situation in other industrialised economies, employer associations did little to influence the structure of bargaining in Australia. Plowman's argument has recently been subject to criticism, most notably by Barry, and Sheldon and Thornthwaite. This paper argues, like the recent revisionists, that employers have been instrumental in affecting both the level and the scope of bargaining. Evidence drawn from the activities of companies operating in the Australian oil industry during the period 1950-1980 supports this contention.

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Dale, Ann Marie, Chris Enke, Skye Buckner-Petty, James Aaron Hipp, Christine Marx, Jaime Strickland, and Bradley Evanoff. "Availability and Use of Workplace Supports for Health Promotion Among Employees of Small and Large Businesses." American Journal of Health Promotion 33, no. 1 (April 26, 2018): 30–38. http://dx.doi.org/10.1177/0890117118772510.

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Purpose: To explore the availability and utilization of workplace health supports by employees of small and large-sized employers. Design: Cross-sectional, telephone-based interviews collected on 16 workplace health supports for physical activity and diet. Setting: Participants selected by random-digit-dialing from 4 metropolitan areas of Missouri employees from 2012 to 2013. Participants: Two thousand fifteen working adults. Methods: We explored the availability and use of supports by employer size (<100 employees vs ≥100 employees), accounting for industry and personal factors. Analysis: We examined distributions and Poisson regression models of availability for supports by employer size and by industry and use of supports by employer size and personal factors. Results: One-fifth of the 1796 employees were employed by small-sized employers. Large employers offered more supports than small (mean: 6 vs 3), but a higher proportion of employees of small-sized employers used supports when available (59% vs 47%). The differences in offered supports between industries were not due to size alone. In regard to the determinants of participation, the personal factors of gender, age, weight, and income were associated with participation in 10 of the supports. Employer size was also associated with participation in 10 supports. No associations were found between personal factors or workplace size and participation for 3 supports. Conclusion: A higher proportion of employees working for smaller businesses use available supports than employees of larger businesses. Supports offered by employers should target the needs and interests of the workforce, particularly for the higher risk low-income employees.

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Zhu, Judith Shuqin. "Chinese Multinational Enterprises’ Approach to Employer Associations in Host Country." Academy of Management Proceedings 2013, no. 1 (January 2013): 14866. http://dx.doi.org/10.5465/ambpp.2013.14866abstract.

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Plowman, David. "Industrial Legislation and the Rise of Employer Associations, 1890-1906." Journal of Industrial Relations 27, no. 3 (September 1985): 283–309. http://dx.doi.org/10.1177/002218568502700302.

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Sheldon, Peter, Edoardo Della Torre, and Raoul Nacamulli. "When territory matters: Employer associations and changing collective goods strategies." Human Resource Management Journal 29, no. 1 (August 16, 2018): 17–35. http://dx.doi.org/10.1111/1748-8583.12201.

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Plowman, David H., and Malcolm Rimmer. "The Fruits of Abdication: Australian Multi-employer Award Respondency." Economic and Labour Relations Review 3, no. 1 (June 1992): 153–76. http://dx.doi.org/10.1177/103530469200300110.

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This paper examines the structure of Australian multi-employer awards. It suggests that these awards do not exhibit occupational, industry or representational concentration and thus follow no clear rational principles. The hybrid award system is sub-optimal and can be explained by employer associations' neglect in the formative period of arbitration. Multi-employer awards are in need of reform if Australia is to become and remain internationally competitive.

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Shrestha, Rajendra Bahadur. "Strengthening Employer Engagement in CTEVT Technical Schools: Some Practices and Initiatives." Journal of Technical and Vocational Education and Training 1, no. 16 (May 19, 2022): 60–71. http://dx.doi.org/10.3126/tvet.v1i16.45187.

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Developing engagements with private sector at all levels of the training programs facilitates the development of workable solutions for school-to-work transitions. Employer engagement in Technical and Vocational Education and Training (TVET) system covers a spectrum of cooperation and involves small participation to build the trust required to develop more robust long-term engagement strategies. Engagement of employer is an essential component of overall training programs. It leads to developing responsive labour market skill needs, supporting priority economic sectors, training design and development, training delivery and post training support to develop ongoing dialogue with employer and employer associations. The employer has a crucial role to play in the overall training phases of the training programs. TVET programs as suppliers and the employers as customers are so interrelated that the development of both must go forward hand in hand having practical partnership. The need to increase and strengthen the engagement of employers in TVET programs has been felt for many years in the country. However, employer engagement in the TVET programs of the Council for Technical Education and Vocational Training (CTEVT) is under-explored in Nepal. This article addresses the existing situation, explores issues, and shares some innovative initiations to strengthen the employer engagement in CTEVT technical schools.

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Plowman, David. "Book Reviews : Employer Associations and Industrial Relations Change: Catalysts or Captives?" Journal of Industrial Relations 42, no. 4 (December 2000): 595–98. http://dx.doi.org/10.1177/002218560004200408.

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Simonchuk, Elena. "Trade unions and employer associations from the perspective of social classes." Ukrainian society 2018, no. 2 (July 10, 2018): 31–50. http://dx.doi.org/10.15407/socium2018.02.031.

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Sheldon, Peter, and Louise Thornthwaite. "Business or Association? The Strategic Responses of Employer Associations to the Decentralisation of Bargaining in Australia." Economic and Labour Relations Review 15, no. 1 (June 2004): 128–58. http://dx.doi.org/10.1177/103530460401500106.

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Helfen, Markus. "Institutional continuity in German collective bargaining: Do employer associations contribute to stability?" Economic and Industrial Democracy 33, no. 3 (September 19, 2011): 485–503. http://dx.doi.org/10.1177/0143831x11419689.

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Martin, Cathie Jo, and Duane Swank. "Gonna Party Like It's 1899: Party Systems and the Origins of Varieties of Coordination." World Politics 63, no. 1 (January 2011): 78–114. http://dx.doi.org/10.1017/s0043887110000298.

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This article explores the origins of peak employers' associations to understand why countries produce highly centralized macrocorporatist groups, weaker national associations but stronger industry-level groups, or highly fragmented pluralist associations. The authors suggest that the structure of partisan competition played a vital causal role in the development and evolution of these peak associations. The leadership for peak employers' association development came from business-oriented party activists and bureaucrats, who sought both to advance industrial development policy and to solve specific problems of political control. Business-oriented party leaders and bureaucrats in both predemocratic and democratic regimes feared the rising tide of democracy and labor activism and viewed employer organization as a useful tool for political control, to secure parliamentary advantage, and to serve as a societal counterweight to working class activism. Because leadership for association building came from the state, the political rules of the game were crucial to outcomes. The structure of party competition and state centralization shaped incentives for strategic coordination for both political actors and employers. Dedicated business parties were more likely to develop in countries with multiparty systems and limited federal power sharing than in countries with two-party systems and federalism: in a multiparty context where no single party was likely to gain power, each party had an incentive to cooperate with other social groups. Moreover, business-oriented party leaders and bureaucrats in multiparty systems were motivated to delegate policy-making authority to coordinated societal channels for industrial relations, because they anticipated that employers would win more in these channels than in parliamentary settings where the center and left could form a coalition against the right. Again, centralized party systems were more likely than federal ones to develop a dedicated national business party that transcended regional cleavages and to retain a strong role for the state in the governance of industrial relations.

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Kurek, Dorota. "Image and Attributes of the Police as an Employer in Poland – Perspective of the Z-Generation." International conference KNOWLEDGE-BASED ORGANIZATION 27, no. 1 (June 1, 2021): 198–203. http://dx.doi.org/10.2478/kbo-2021-0030.

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Abstract Recruitment to the Police is a continuous process aimed at supplementing the shortage of human resources, whose number for many years has oscillated around 4 thousand. Taking into account the difficulty of obtaining candidates for service, as well as high competitiveness on the labour market among employers, the aim of the conducted research was to identify the quality of the image of the Police as an employer in Poland from the perspective of generation Z, i.e. the group of potential candidates for service. The analysis also focused on the attributes of Police attractiveness, paying particular attention to attractiveness in the economic, developmental and psychological dimensions. An attempt was also made to indicate a typical image of the Police as an employer by means of subjective associations with the brand. For this purpose, potential associations associated with different types of organizational culture were distinguished, and then subjected to the assessment of respondents. The research using a diagnostic survey was conducted on a sample of 100 people in 2019.

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Müller, Steffen, and Jens Stegmaier. "Why is there resistance to works councils in Germany? An economic perspective." Economic and Industrial Democracy 41, no. 3 (October 12, 2017): 540–61. http://dx.doi.org/10.1177/0143831x17734296.

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Recent empirical research generally finds evidence of positive economic effects for works councils, for example with regard to productivity and – with some limitations – to profits. This makes it necessary to explain why employers’ associations have reservations about works councils. On the basis of an in-depth literature analysis, this article shows that beyond the generally positive findings, there are important heterogeneities in the impact of works councils. The authors argue that those groups of employers that tend to benefit little from employee participation in terms of productivity and profits may well be important enough to shape the agenda of their employers’ organization and have even gained in importance within their organizations in recent years. The authors also discuss the role of deviations from profit-maximizing behavior like risk aversion, short-term profit-maximization and other non-pecuniary motives, as possible reasons for employer resistance.

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Dimond, Bridgit. "Strikes, Nurses and The Law in the UK." Nursing Ethics 4, no. 4 (July 1997): 269–76. http://dx.doi.org/10.1177/096973309700400402.

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This paper explores the law relating to strikes and other industrial action in the UK and the problems faced by nurse practitioners. It also reviews the advice given to nurses by the professional associations. If any employee takes part in industrial action, he or she could personally face four arenas of accountability for this action: disciplinary proceedings before the employer; criminal proceedings; civil proceedings for negligence; and professional conduct proceedings.

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INGOLD, JO, and MARK STUART. "The Demand-Side of Active Labour Market Policies: A Regional Study of Employer Engagement in the Work Programme." Journal of Social Policy 44, no. 3 (December 9, 2014): 443–62. http://dx.doi.org/10.1017/s0047279414000890.

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AbstractIn 2011, the UK Coalition government introduced its flagship welfare-to-work programme, ‘The Work Programme’ (WP). Based on a ‘payment by results’ model, it aims to incentivise contracted providers to move participants into sustained employment. Employer involvement is central to the programme's success and this paper explores the ‘two faces’ of this neglected dimension of active labour market policy (ALMP) analysis: employer involvement with the programme and the engagement between providers and employers. This paper draws empirically from a regional survey of primarily private and third sector SMEs, and from interviews with providers and stakeholders about provider engagement with SMEs and large employers. Findings indicate that SMEs had recruited few staff through the WP and had little awareness of it, and that providers engaged in intense competition to access both SMEs and large employers. Employers are critical to the success of ALMPs, but an underpinning supply-side ideology and a regulatory context in which business interest associations are weak policy actors means that their involvement is based on implicit and flawed assumptions about employers’ interests and their propensity to engage.

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Shapkin, Igor. "Organized Capital and Labor. Activities of Employers Associations of Russia in the Early 20th Century." Journal of Economic History and History of Economics 19, no. 4 (December 27, 2018): 531–55. http://dx.doi.org/10.17150/2308-2588.2018.19(4).531-555.

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Activity of business associations is of great importance in market environment. Academic literature divides these associations into representative and employer. For the first time employers associations appeared in Germany in the late nineteenth century. They were the reaction of the German business for growing working class movement. History has shown that the process of business self-organization increases in terms of aggravation of social, political and economic contradictions. Employers associations had a significant impact on the development of the so-called monarchical socialism in Germany. Having taken on the tasks of regulating labor and distribution relations and protection of the rights of entrepreneurs they facilitated the creation of a new system of entrepreneurs - employees relations. Nowadays employers associations are members of the tri-party relations (business, state, trade unions), in a number of European countries. The article covers the origin, organizational and legal forms and main areas of activity of Russian labor unions in the early twentieth century. The analysis shows that they widely used the European experience in their practical work, developed their own mechanisms of cooperation with wage labor and the authorities. In the context the of modern market economy and emerging civil society, the study of such problems is of actual scientific and practical importance.

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You, Kevin, and Michael Barry. "Intra-industry competition among employer associations: a case study of the retail sector." Labour & Industry: a journal of the social and economic relations of work 26, no. 2 (April 2, 2016): 120–37. http://dx.doi.org/10.1080/10301763.2016.1162937.

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Thornthwaite, Louise, and Peter Sheldon. "Fair Work Australia: Employer Association Policies, Industrial Law and the Changing Role of the Tribunal." Journal of Industrial Relations 53, no. 5 (November 2011): 616–31. http://dx.doi.org/10.1177/0022185611419611.

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In examining the changing role of the national tribunal in recent decades, this article explores the ways in which industrial relations changes that employer associations have sought in the past 25 years are reflected in the Fair Work Act 2009, and the implications of these for the role of Fair Work Australia. The article argues that the evolution of industrial law in Australia since the mid-1980s owes much to the collective efforts of employers, not only to reorient political opinion concerning collective bargaining and the conciliation and arbitration system, but also to achieve concrete changes to the legal framework governing industrial relations institutions and processes. To explore the implications of these changes for the role of the tribunal, we apply Perlman's typology of the tribunal's work, which identifies three main roles – including judicial, legislative and facilitative functions. The analysis concludes that while under contemporary industrial law the tribunal now has less work to do in these areas, the Fair Work Act has expanded the tribunal's role in policing bargaining behaviour. Although this policing role has intensified the tribunal's influence on union industrial action, it has also focused attention on employer conduct in bargaining, an outcome that employer groups had not sought when lobbying for change.

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Erickson, Christopher L., and Sanford M. Jacoby. "The Effect of Employer Networks on Workplace Innovation and Training." ILR Review 56, no. 2 (January 2003): 203–23. http://dx.doi.org/10.1177/001979390305600201.

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If innovative work practices improve performance, why does the intensity of their adoption vary substantially across establishments? Following a lead suggested by some sociological studies, the authors empirically investigate the role of social networks (ties to other organizations) in the organizational learning associated with diffusion of innovative work practices. Using establishment data on formal affiliation and other network measures, they find that managerial participation in networks—specifically, in industry and cross-industry associations, civic organizations, and the internal networks of multi-unit firms—positively affected both the probability that high-performance work practices and employee training programs would be adopted and, where they were adopted, the intensity of their adoption. Furthermore, multiple affiliations raised the likelihood that an establishment would pursue an intensive approach to work reorganization and training.

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Ronit, Karsten. "Global Employer and Business Associations: Their Relations with Members in the Development of Mutual Capacities." ERIS – European Review of International Studies 3, no. 1 (September 12, 2016): 53–77. http://dx.doi.org/10.3224/eris.v3i1.4.

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Lofgren, Hans. "Business Associations And The Food Processing Industry In Australia: How Neoliberalism Has Reinforced Employer Collectivism." Labour & Industry: a journal of the social and economic relations of work 12, no. 2 (December 2001): 77–95. http://dx.doi.org/10.1080/10301763.2001.10669250.

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Efremova, U. P., and O. A. Tsesevichene. "SOCIAL AND PROTECTIVE ACTIVITY OF LABOR BUREAU OF “THE SOCIETY OF URAL MINING TECHNICIANS”." Вестник Пермского университета. История, no. 1(52) (2021): 150–57. http://dx.doi.org/10.17072/2219-3111-2021-1-150-157.

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The article is devoted to the socio-protective activities of the Society of Ural Mining Technicians (SUMT). It was founded in 1901 in the Perm province as a professional scientific and technical community. The organization was formed at the stage of the final phase of the industrial revolution in the late 19th and early 20th centuries, which contributed to the development of scientific thought in the Ural region, the formation of new social relations and the emergence of professional associations. The main staff of the Society included engineers, technicians, teachers and students of the Ural Mining School. The author considers in detail the activities of the Bureau of Labor as one of the structural subdivisions of SUMT. It began its work in 1902 and acted as an intermediary between the employee and the employer. Its purposes were to collect data from employers on the availability of vacancies at enterprises, to compile a database of unemployed members of SUMT, to resolve issues of their employment, and to prepare recommendations and guarantees when applying for a job. The Bureau of Labor also provided material support to family members of the community. In addition, the Bureau of Labor monitored the observance of the employees’ working conditions, ensured the protection of the interests of the members of the Society at work, protected their interests in case of conflicts with the employer or the abnormal position of technicians, and was engaged in workers' health insurance. The revealed violations by the employer were published by the Bureau of Labor in the journal of the Society "Ural Technician". The Bureau of Labor of the Society of Ural Mining Technicians implemented social protective functions in the Ural region associated with labor exchanges in the pre-revolutionary period of Russia’s development.

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Journal articles on the topic 'Employer associations'

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