New Forms of Employer-Worker Relationships in Australian Universities

Nguyen, V; Johns, RE

New Forms of Employer-Worker Relationships in Australian Universities

Nguyen, V Johns, RE

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Publisher:: International Employment Relations Association
Publication Type:: Journal Article
Citation:: The International Employment Relations Review, 2008, 14 (2), pp. 1 - 14
Issue Date:: 2008-01

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Field	Value	Language
dc.contributor.author	Nguyen, V	en_US
dc.contributor.author	Johns, RE https://orcid.org/0000-0002-3357-4719	en_US
dc.date.issued	2008-01	en_US
dc.identifier.citation	The International Employment Relations Review, 2008, 14 (2), pp. 1 - 14	en_US
dc.identifier.issn	1324-1125	en_US
dc.identifier.uri	http://hdl.handle.net/10453/10300
dc.description.abstract	This paper aims to investigate if the 'high-performance paradigm' and a Unitary Strategic HRM approach of WorkChoices has brought about new forms of employer-worker relationships within Australian universities. In the context of these developments, this paper will first set out to examine the literature to help explain the transition of Australiaâs industrial relations system. The paper will then proceed to outline the qualitative research design before reporting and discussing the results gathered through the undertaking of semi-structured interviews with Human Resource Managers/Directors and/or representatives from Australian universities as well as acclaimed academics within the field. The results highlight that whilst WorkChoices did bring forth a new form of work practice, the new practice did not necessarily promote innovative HRM practices nor did it encourage or cultivate new forms of employer-worker relationships within Australian universities	en_US
dc.publisher	International Employment Relations Association	en_US
dc.relation.ispartof	The International Employment Relations Review	en_US
dc.title	New Forms of Employer-Worker Relationships in Australian Universities	en_US
dc.type	Journal Article
utslib.citation.volume	2	en_US
utslib.citation.volume	14	en_US
utslib.for	1503 Business and Management	en_US
pubs.embargo.period	Not known	en_US
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
pubs.organisational-group	/University of Technology Sydney/Faculty of Business/Management Discipline
utslib.copyright.status	open_access
pubs.consider-herdc	true	en_US
pubs.issue	2	en_US
pubs.volume	14	en_US

Abstract:

This paper aims to investigate if the 'high-performance paradigm' and a Unitary Strategic HRM approach of WorkChoices has brought about new forms of employer-worker relationships within Australian universities. In the context of these developments, this paper will first set out to examine the literature to help explain the transition of Australiaâs industrial relations system. The paper will then proceed to outline the qualitative research design before reporting and discussing the results gathered through the undertaking of semi-structured interviews with Human Resource Managers/Directors and/or representatives from Australian universities as well as acclaimed academics within the field. The results highlight that whilst WorkChoices did bring forth a new form of work practice, the new practice did not necessarily promote innovative HRM practices nor did it encourage or cultivate new forms of employer-worker relationships within Australian universities

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http://hdl.handle.net/10453/10300