bluuebunny/crossref_metadata_2025 huggingface dataset:
Minor Psychiatric Morbidity in Primary Health Care: Prevalence, Nature and Severity
Authors: El-Rufaie Omer E.F. , Absood Gamil H.
Published: March 2007

The Clinical Interview Schedule (CIS) (Goldberg et al. 1970) was applied in a study investigating the prevalence rate, nature and severity of minor psychiatric disorders among U.A.E. nationals attending a primary health care centre in Al Ain, United Arab Emirates (U.A.E.). The total prevalence rate of minor psychiatric morbidity, among the group of attenders who were interviewed, was 27.6%. The morbidity was higher among females (31.9%), than males (20.3%). The highest morbidity rate among the entire sample occurred among the 35-54 year age group. The commonest diagnoses encountered were neurotic depression (55%), anxiety- depressive states (13.3%) and anxiety states (11.7%). The distribution of diagnostic entities was similar among males and females except for anxiety-depressive states which were more common in females. The prevalence of neurotic depression and anxiety-depression states were highest in the middle age group, while anxiety states were highest among the young age group. The overall severity rate (OSR) among the identified cases was found to be ranging between mild and moderate severity.
Insight and General Public Attitude on Psychotic Experiences in Hong Kong
Authors: Lam Linda C.W. , Chan Charlotte K.Y. , Chen Eric Y.H.
Published: March 2007

Psychosis has been viewed with vastly different attitudes in different contexts. Medical professionals frequently assume that patients should have adequate insight into their abnormal experience. "Lack" of insight has been regarded as a characteristic feature of schizophrenic psychosis. However, these experiences have frequently been construed from a non-medically related perspective by the general public. We employed a case-vignette approach to study the opinion of a general public sample concerning attribution, intervention needs and con cordance with medical professionals towards psychotic experience. Ninety eight healthy Chinese volunteers were recruited. Results showed that public opinion only agreed partly with the conventional medical model. Although most subjects agreed that the experience described in the case-vignette was psychological, they did not relate this to psychiatric treatment. Subjects having past contact with psychiatric patients showed a higher degree of agreement with the medical perspective than subjects without past contact. Potential implications of our results on management and health education are discussed.
Stress and Its Relationship to Expressed Emotion in Community Mental Health Workers
Authors: Oliver N. , Kuipers E.
Published: March 2007

A small opportunistic study of Stress and Expressed Emotion was undertaken with community mental health workers, who were all case managers or keyworkers to clients with severe mental illness. It was hypothesised that a range of EE ratings would be found in staff, and that they would have high levels of burnout and stress. Job satisfaction was also measured. Ten staff were interviewed about 28 clients. Thirty nine percent of interviewees were rated as high EE (7/10 staff were high EE about at least one client), with low EE interviews showing significantly more warmth. Emotional exhaustion, depersonalisation and GHQ levels were above norms for the general population, and were similar to those found in other inner city community teams, but were not related to EE levels. Nevertheless personal accomplishment and job satisfaction were high. High EE interviews were related to increased client symptomatology. Implications for long term community care are discussed.
Mu-Ghayeb: a Culture-Specific Response To Bereavement in Oman
Authors: Al-Adawi Samir , Burjorjee Rustam , Al-Issa Ihsan
Published: March 2007

Studies with normal subjects and patients suggest that in grieving the dead, the bereaved has to go through a progressive course of psychological and social reorganization. The Mu Ghayeb belief in Omani society involves a complete denial of the loss for a relatively long period with the expectation of the return of the dead. This belief persists even after an elaborate ritual of burial and a prescribed period of mourning. The deceased are expected to leave the grave after burial and join their families when the spell placed on them by a sorcerer is broken or counteracted. Although the Mu Ghayeb belief is inconsistent with Muslim religion, it may be explained in terms of sudden and untimely death which used to be rife in the seafaring Omani society.
Psychological Distress Among Ethiopian and Russian Jewish Immigrants To Israel: a Cross-Cultural Study
Authors: Ponizovsky A. , Ginath Y. , Durst R. , Wondimeneh B. , Safro S. , Minuchin-Itzigson S. , Ritsner M.
Published: March 2007

A community survey was conducted examining the differences in levels of psychological distress and its symptomatology, comparing 110 Ethiopian-Jewish and 400 Russian-Jewish immigrants to Israel. Psychological distress was measured by the Talbieh Brief Distress Inventory. Russian immigrants were found to be more distressed than their Ethiopian counterparts and this between-group difference can be attributed to the greater relative number of females, older immigrants and those with longer duration of stay in Israel in the Russian sample. The highest levels of distress were observed for paranoid ideation in the Ethiopian sample and anxiety and hostility in the Russian sample. These symptoms were independent of gender and time since immigration. Russians with longer duration of stay demonstrated higher scores signifying adjustment difficulties than their Ethiopian counterparts. These results suggest that the differences in levels and symptom expression of psychological distress are determined, to a considerable extent, by demographic factors (sex, age) and the differing cultural backgrounds of the two immigrant groups.
Burden of Sickle Cell Anaemia On Families of Patients
Authors: Famuyiwa Oluwole O. , Akinyanju Olu O.
Published: March 2007

This study examines the burden on the families of children with sickle cell anaemia in a naturalistic setting. Compared with a matched group of epileptics (N=76) families of sickle cell anaemia victims aged 12 years and below (N = 85) suffer greater burden on a standardised scale which encompasses several burden parameters. Family size and multiple incidence were the only clinico-demographic variables which exerted tangible total burden effects.

Financial expenses incurred on medical care; effect on physical health of family members; sense of despair regarding expectation of crisis; sleeplessness and frustration in any member of the family; and abandonment of joint family activities were the commonest causes of burden. There was a significant correlation between total burden scores and frequency of crisis (r=0.79). It is suggested that clinicians should pay attention not only to deficiencies but also strengths and coping capacity of families which can be reinforced to formulate meaningful intervention programmes.
An Integrated Human Service Program for Teenage Mothers and Their Children
Authors: Sung Kyu-talk
Published: March 2007

[ Abstract: There have been various programs specially designed to help school age mothers and pregnant teenagers in the United States. The most frequent unmet needs of such special programs have been sacial services, health care, and day care for the mothers and their children. Cantinuing Education for Young Women (CEYW) in Michigan provides all of these essential services plus edu cation which meets credit requirements of the regular junior and senior high school curriculum.

The public school system has assumed the responsibility of delivering compre hensive service to young mothers and their children.

The paper describes the current operation and developments of Michigan' multi-faceted package of service plus education modalities provided within a single program framework. Social work is an integral part of this comprehen sive program. In particular, the inclusion of a well-organized child care pro gram into the public school setting is considered as a significant development in this area of human service.

It appears from the literature and the author's communications with inter national social and health problem specialists that the experience of the Michi gan program has potential applicability to similar efforts elsewhere.]
Communicating With Employees: an Annotated Bibliography
Authors: Gieselman Robert D. , Siglin Donald J.
Published: March 2007

Acting on the assumption that employee communication is nec essary and desirable subject matter for u n i v e r s i t y - l e v e l courses in business communica tion, the authors present an annotated bibliography of 85 selected articles.
Communications Impact: Power Source for Decision Makers
Authors: Aurner Robert R.
Published: March 2007

Dr. Aurner shares with readers of this article his consulting experiences and philosophy, touching upon many aspects of corporate communication. This article was given as an address before the ABWA National Convention in San Francisco, September 1, 1967.
Titles of Theses and Dissertations Arranged in Twenty-Three Categories in Areas Related To Business Communication
Authors: Ryerson Frank E.
Published: March 2007

The Research Committee of ABCA worked long and hard to compile this list which it is hoped may some day, in expanded form, find a publisher. The list is unfortunately still a tenta tive one, but the committee and the editors of the Journal are interested in members' reactions to the categor ization. They would also be interested in hearing of any corrections or addi tions which would make the list a better one.
Modified Semantic Differentials To Evaluate Formal Organizational Structures
Authors: Hay Robert D.
Published: March 2007

A modified semantic differential is a valuable instrument for getting qualitative evaluations in numerical form. It can measure attitudes about certain aspects of formal organization structure like span of supervision and shared authority. ABCA members may find numerous uses for the semantic differential in business communication research.
Determining the Effects of Order of Presentation in Special Request Letters
Authors: Alderson John W.
Published: March 2007

The hypothesis of this research report was that order of presentation in a special request letter would have no effect on the response obtained. The results of a test on business executives tend to support the hypothesis.
Communications Direction in Modern Corporate Management
Authors: Carl Robert E.
Published: March 2007

This article argues for establishing Directors of Communication within upper- level corporate management and discusses their functions and why their position has become necessary in our complex world.
THE ROCKY ROAD: Earning Acceptance as a Writer in Industry
Authors: Shaw James G.
Published: March 2007

This paper considers the writer's role in industry and the importance of his professionalism, identifiable from six characteristics. A three-year, seven-point personal development program is described for attaining professional status.
A Conceptual Framework for Record Communication
Authors: Zoerner C.E.
Published: March 2007

Here is a scheme for organizing truisms about the forms of communication and their interrelationships in time and space. The nature of writing is located and characterized among a wide range of communicative acts.
Carrying Capacity and Fracture of Notched Glass Fiber Composite Columns
Authors: Vanderveldt H. , Liebowitz H.
Published: March 2007

A study was made of the carrying capacity and fracture of glass fiber composite notched columns having pinned-ends and loaded in compression. Apparently the cracks had a detrimental effect by lowering the maximum carrying capacity of the columns. However, these cracks, which were initially machined in the transverse direction at the center of the column, changed their direction of propagation with increasing load and continued their propagation in the longitudinal direction parallel to the glass fibers. A compari son of these tests results with those obtained previously on aluminum columns [1-3] is also given.
Thermal Expansion Coefficients of Composite Materials Based on Energy Principles
Authors: Schapery R.A.
Published: March 2007

Bounds on effective thermal expansion coefficients of isotropic and anisotropic composite materials consisting of isotropic phases are derived by employing extremum principles of thermoelasticity. Inequalities between certain approximate and exact forms of the potential and complementary energy functionals are first estab lished. These inequalities are then used in conjunction with a new method for minimizing the difference between upper and lower bounds in order to derive volumetric and linear thermal expansion coefficients. Application is made to two- and three-phase isotropic composites and a fiber-reinforced material. It is found for some important cases that the solutions are exact, and take a very simple form. We also show conditions under which the rule-of-mixtures and Turner's equation can be used for thermal expansion coeffi cients. Finally, simple methods for extending all results to viscoelastic composites are indicated.
A Theory for Non-Homogeneous, Anisotropic Cylindrical Shells
Authors: Widera O.E. , Chung S.W.
Published: March 2007

A first approximation theory for the unsymmetric deformation of non- homogeneous, anisotropic, elastic cylindrical shells is derived by means of the asymptotic integration of the elasticity equations. For a homogeneous, isotropic material, the equations reduce to the Donnell equations. The appli cation to a cylinder under combined loading is shown.
Manufacturing Process Models for Thermoplastic Composites
Authors: Mantell Susan C. , Springer George S.
Published: March 2007

Models were developed which simulate the processing of thermoplastic matrix composites. The models relate the applied temperature, pressure, speed, and time to the temperature, crystallinity, consolidation, interlaminar bonding, and residual stresses and strains inside the composite. The formulations follow the models proposed by Springer, Loos, and their coworkers for manufacturing plates in a press or in an autoclave, but were extended to include cylindrical geometries, variations in the applied temperatures and pressures with position and time, and rapid bonding. These extensions make the models applicable to the manufacture of plates by tape laying and to filament winding of cylinders. These models were incorporated into a user friendly computer code which can be used to generate numerical results and to select the appropriate processing conditions for processing thermoplastic composite plates 1) in an autoclave, 2) in a press, or 3) by tape laying, and 4) for filament winding thermoplastic composite cylinders.
The Conditions for Convergence: Multinationals, Product Markets, Production Systems and Employment Relations
Authors: Bray Mark , Lansbury Russell
Published: March 2007

This paper investigates the impact of multinational corporations on employment This paper through comparative case studies of three plants owned by the global multinational corporation, Asea Brown Boveri (ABB). A growing trend towards convergence in employment relations practices is revealed. It is argued that this is not the result of some inevitable social law, but rather a contingency that is intimately linked to corporate management strategy, on tbe one hand, and developments in the product markets, production processes and national institutional structures of the three plants, on the other: By exploring these links, the paper seeks to advance understanding of the conditions under which global companies like ABB might deliver one of the oft- assumed features of globalisation.
A Ninety-Sector Analysis of Industrial Disputes in Australia, 1968-73
Authors: Gordon Barry
Published: March 2007

Considered in the aggregate, levels of, and trends in industrial dispute activity, 1968-73, conformed to earlier post-World War II experience, except that the long-term trend to declining time lost in disputes per striker may have been undergoing a reversal. In non-manufacturing industry, the stevedoring sector in all States except Victoria registered lower levels of Employee-loss due to disputes than those pertaining as long-run averages. In manufacturing, there was indication of some relationship between level of Employee-loss and degree of concentration of employment, from sector to sector. Instability of strike pattern was associated with relatively low, average, sectoral Employee-loss. There was some tentative evidence to suggest that, given the capacity of an industry to pay its employees, it may be that the militancy of those employees as expressed in working days lost per striker can have an impact on prevailing average wage per employee.
An Assessment of Subsidized Relocation of Worker Policy in Britain
Authors: Beaumont P.B.
Published: March 2007

In September 1976 the Australian Government announced the introduction of a new manpower policy measure, the Relocation Assistance Scheme, which is designed to assist, through the provision of financial payments, the movement of unemployed workers to jobs obtained in a new locality. This scheme is similar in aim and content to the Employment Transfer Scheme which was introduced in Britain in 1972. It therefore seemed a useful exercise, from the Australian policy making point of view, to set out the major results obtained from a three year study of the operation of the Employment Trans fer Scheme in Britain. The results of our sample study presented in this paper indicate that, although few significant external costs accompanied the Scheme's operation, the Employment Transfer Scheme was failing to generate sub stantial social benefits from assisting the movement of unemployed labour in Britain. This was because a disproportionate number of persons assisted under the Scheme would have made a similar move even in the absence of financial assistance, and secondly because a high percentage of the assisted migrants failed to remain employed in the new area for any significant length of time. These deficiencies appeared to result from the Scheme's unselective mode of operation which concerned itself solely with the volume of movement and paid little or no attention to the all-important issues of trying to positively influence the composition and direction of movement under the Scheme.
The PJT: A Perverse Case of Windowdressing
Authors: Dabscheck Braham
Published: March 2007

This article examines the effect of the Prices Justification Tribunal (PJT) on the macroeconomic performance of the economy. It also seeks to link up dis cussions of the PJT with the Arbitration Commission's wage indexation experi ment. It is concluded that both the PJT and wage indexation are perverse, and that the major reason for the PJT's continued existence is "political" in that it helps to ensure trade union acceptance of wage restraint (i.e. wage indexation). The article concludes with a new policy recommendation which would funda mentally alter the approach of the PJT to prices justification.
W(h)ither the Trade Unions in China?
Authors: Hearn June M.
Published: March 2007

Trade unions have figured prominently in much of the social turmoil that has erupted periodically in the Chinese communist system since its inception in 1949. Involvement in critical economic and political debates, leadership purges and struggles for sheer survival have characterized the unions whose future still remains uncertain. Some insights into their possible fate may be gleaned from an analysis of the theoretical tenets and practical experience of trade unionism in China.
Measuring the Relationship Between Trade Union Militancy and Wage Inflation in Australia: An Empirical Analysis—1962-1976
Authors: Perry L.J.
Published: March 2007

Seven indicators of trade union militancy are briefly discussed and sub sequently tested as primary determinants of wage inflation in Australia from 1962 to 1976.

It is found that there is a strong positive relationship between the preferred indicator of trade union militancy and Australian wage inflation. The indexation of wages to price level changes in 1975 and 1976 is also seen to be a significant, though secondary, factor explaining wage inflation.
The Impact of the National Stevedoring Industry Conference (1965-67) on Industrial Relations on the Australian Waterfront
Authors: Deery Stephen
Published: March 2007

The Australian government established the National Stevedoring Industry Conference in 1965 in an attempt to both devise ways of improving the industry's disharmonious employment relationship and to prepare the waterfront for the introduction of containerisation. The Conference's task was not only to equip the industry with suitable arrangements for the new technological era, it was also to change the behavioural attitudes of both employees and employers. This paper examines the Conference's genesis, recommendations and subsequent impact on industrial relations in the decade following the implementation of its reforms in 1967.
The Power of the Employer to Standdown: Latitude and Constraints
Authors: Arup Chris
Published: March 2007

Employers have a right to standdown employees if they cannot be usefully employed. This right is guaranteed in the contract of employment and is also recognised in federal and state awards. However, the use of these clauses has altered over the years as a result of varying award provisions and court judgements. Employees may be stood down if they cannot be usefully employed but it is clear that the employer must make some effort to offset the effects of stoppages through strike activity, machinery breakdown or stoppages of work by any other cause. The right to standdown has been restricted through a limit to the length of a standdown period, through a requirement that at least a set minimum of wages must be paid and through the strict control by the Commission on the use of the clause. The conclusion is that some attention must be given to the effect of standdowns on employees, and the author suggests the use of an income-support or wage-guarantee scheme for those employees who would otherwise be stood down without pay.
Market and Merit Factors in the Determination of Academic Salaries
Authors: Haskell M.A.
Published: March 2007

This paper examines the criteria and decisions of the Academic Salaries Tribunal and its predecessors with reference to the question of whether imposed uniformities have unduly limited the ability of universities to take account of market conditions for various disciplines and to provide adequate incentives and rewards for outstanding performance. Types and degrees of uniformity and their causes are reviewed and data are presented regarding the internal and external competitiveness of the university salary structure. This data and a chi square analysis of rank structure by discipline lead to the conclusion that university administrators have not been unduly constrained in matching the supply of and demand for academic personnel. Academic salaries were found to be competitive with those of major English-speaking countries and domes tically competitive with those in public and private sectors. Most important, the paper concludes that university administrators have been able to dis criminate in favour of "short-supply" disciplines and thus have been able to overcome many of the problems arising from a uniform rank and salary struc ture and from lack of authority to provide discretionary salary increases in significant amounts.
The Employer's Free Selection of Labour and the Waterfront Closed Shop
Authors: Morris Richard
Published: March 2007

Strong barriers to the free selection of labour by employers have been one of the most significant characteristics of the waterfront closed shop in comparison with the majority of Australian closed shops. This paper analyses the development and operation of the closed shop in three waterfront occupations where trade unions play a role in the recruitment and allocation of labour. The closed shops for ship painters and dockers, seamen and waterside workers are accounted for as the result of par ticular institutional developments affecting these occupations within a framework of broadly similar labour market conditions and arbitral or government intervention.
Productivity-Geared Wages Policies: Some Problems Arising from Growth in the Financial Enterprise Sector
Authors: Covick Owen
Published: March 2007

The gearing of wage increases to recorded productivity improvements has become a centralfeature of Australian wage-fixing arrangements. Any well-defined policy rule for such purposes requires an operational definition of wages, an operational definition of labour productivity and a stipulated policy on timing. This paper argues that the operational definition of average labour productivity underlying much of the recent debate on wages policy in Australia embodies a treatment of the activities of financial enterprises which displays a number of unsatisfactory characteristics when examined in the light of developments in the Australian economy over the past decade. The paper then goes on to examine alternative means of treating the activities of financial enterprises, paying particular attention to the suitability, for wage policy purposes, of the average labour productivity series they give rise to.
Ecorlomics and Industrial Relations
Authors: Isaac J.E.
Published: March 2007

The problem of accommodating 'pure' economic considerations based on an 'ideal' economic system to industrial relations pressures of the real world is a persistent feature of any system of wage fixation. Economic policy framed without sufficient regard to these pressures in the labour market can have perverse economic effects through prolonged unemployment and/or industrial unrest. The industrial structure of the labour market and the norms applied in wage determination provide the basis for conflict centred on the distribution of income between wages and profits and between the wages of one group of workers and others, resulting in cost inflation and/or unemployment. Current proposals for the resolution of this conflict are based on two opposite courses: decentralisation and centralisation of wage deter mination. The difficulties attendant on each course are discussed in the light of experience with wage indexation and the development of more decentralised wage fixing since the abandonment of indexation. It is suggested that there is no perfect solution to what is in substance an institutionalised conflict about the distribution of income. A compromise approach is called for in which economic and industrial relations requirements must find mutual accommodation.
Major Theories of the Labour Market and Women's Place Within It
Authors: O'Donnell Carol
Published: March 2007

Within the labour market, female employees are over-represented in particular industries and occupations. They tend to receive lower pay than male workers and tend to occupy lower positions of status and power. Four major theoretical schools that attempt to explain these patterns are critically examined. These are the neo classical economists in the human capital school; dual labour market theorists; labour market segmentation theorists; and feminists who use the term 'reserve army'. It is argued that the sexual division of labour is best understood by seeing the labour market as a structure of power where buyers and sellers of labour come to agreements over wages and work place organisation. Because of the unequal domestic division of labour, gender is a highly significant determinant of bargaining power. So is education. More empirical and historical studies of the state and service sectors need to be undertaken and would undoubtedly shed more light on the distor tions in existing labour market theories.
The Hancock Report and A New Legal Framework for Industrial Relations
Authors: Noakes B.M.
Published: March 2007

The Hancock Committee's Report is not a vote for the status quo. The Committee has proposed fundamental and far-reaching changes to the present system, most of which are welcomed by the Confederation of Australian Industry. The Confederation believes, however, that some proposals are misguided and will have negative effects on the conduct of industrial relations. Three of these have been particularly discussed in this paper. These are the proposals for opting out of the arbitration system; the omission of sanctions from legislation other than cancellation of award respondency and deregistration of unions; and the extension of jurisdiction of the new Commission.
Opting Out from Within: Industrial Agreements Under the Conciliation and Arbitration Act 1904
Authors: McCallum Ronald C. , Smith Graham F.
Published: March 2007

One of the recommendations of the Hancock Report is that Part X of the Concilia tion and Arbitration Act be amended to allow parties to 'opt out' of the arbitration system by entering into comprehensive industrial agreements immune from the opera tions of the arbitral tribunals. It is argued that the framers of the Act always intended Part X to operate in this fashion, but after the Arbitration Court lost the power to make common rules in 1910, the 'opting out' mechanism—at that time used extensively—threatened the existence of the arbitration system. In response, in 1913, the High Court (greatly influenced by Isaacs and Higgins, who were themselves ardent supporters of arbitration) effectively put an end to 'opting out' by severely limiting the scope of Part X. Thus, contrary to popular mythology, our industrial relations system has not been centralizedfrom the beginning, and in 1913 the High Court remade the system in its own preferred image—a highly judicialized form, not the more voluntary form envisaged by the framers of the Act.
'Two Bob Each Way' : Employee or Independent Contractor?
Authors: Powe Rod
Published: March 2007

The relationship of employer and employee continues to be accepted as essentially one of contract. Although special incidents may attach to the employment contract because of its inherent nature, and at times the application of the general law of con tract may seem conceptually artificial, the contract, with its theoretical basis of mutual agreement, remains the 'cornerstone' of our industrial regulatory system. The law also continues to be bedevilled by the question of what is a contract of employment. This torment is a response to the inability of the law to provide any guidelines of universal application for answering that question. This article seeks to determine whether or not the judicial adherence to, or preoccupation with, contractual principle is maintainable given the current state of the law. Analysis is divided into considera tion of the traditional distinction between employee and independent contractor and also of the various 'tests' applied by the courts, and of the attempts to avoid the vagaries of the law by the use of detailed contracts.
Employers' and Union Officers Views on the Ideal Mediator
Authors: Howells John M.
Published: March 2007

Most of the research on the factors considered important in a 'model' mediator been based on the vieivs of experienced mediators. This paper, instead, presents various dimensions of mediator background and behaviour considered important employers and union officers active inside the mediation process. The purpose is examine whether the contending parties do have a fixed stereotype image of the id mediator and, indeed, whether these two stereotypes coincide. Close agreement between employers and union officers can be taken as some evidence of the identifiable facte that distinguish the successful mediator from the poor mediator.
One Union Peak Council: the Merger of ACSPA and CAGEO with the ACTU
Authors: Griffin Gerard , Giuca Vincent
Published: March 2007

The possibility of a merger between the ACTU and the white-collar peak councils was first raised publicly in 1969. By 1981, the Australian Council of Salaried and Professional Associations (ACSPA) and the Council of Australian Government Employee Organisations (CAGEO) has disbanded and most of their former members had affiliated to the ACTU. A number of factors, such as converging policies, the changing nature of white-collar unionists and, after 1975, a hostile federal government, pointed to the logic of unification. Despite these influences, however, the merger discussions virtually halted in the mid-1970s. The ultimate success of these discussions is largely attributable to the attitudes and actions ofsenior ASPCA officials and their belief in the concept of one peak council for all trade unions.
Salaried Professionals and Union Membership: An Australian Perspective
Authors: Crockett Geoff , Hall Ken
Published: March 2007

Using data from a sample of people who had graduated from the Western Australian Institute of Technology over a seven year period, a logistic regression approach was used to identify those individual and institutional characteristics of salaried professionals that significantly increased the probability of belonging to a union. Individual endowments and characteristics such as sex, marital status and previous unemployment history were shown not to be important determinants of union membership. Several individual characteristics such as level of full-time work experience, and an individual emphasis on job security were identified as important determinants of union membership amongst this group of salaried professionals; however, institutional characteristics such as industry and public versus private sector employment tended to dominate as predictors of union membership.
The Supervisor and the Militant Shop Steward: Evidence from the Australian Motor Industry
Authors: Levertracy Constance
Published: March 2007

For forty years management studies have repeatedly and often passionately attacked the idea that foremen held an 'ambiguous' position, 'in the middle; between workers and management. Recently labour process researchers have shown that the origins of the idea lay not in a fallacious sociology but in the well-grounded concerns of employers in a period of change early this century, when the shop steward was replacing the foreman as the natural leader of the work group. This study examines the relationship today between these two, as seen through the eyes of a group of militant shop stewards in the Melbourne vehicle industry. For them there was no ambiguity. Foremen were front-line troops of management and as such they faced them across a class divide. This is in spite of their similar origins and the availability of 'promotion' from one level to the other. The drawing of such a line was a precondition for the stewards' own effective functioning.
Gender Differences in Union Attitudes, Participation and Priorities
Authors: Benson John , Griffin Gerry
Published: March 2007

Much of the literature on the relationship between trade union members and their union assumes that the gender of the member influences this relationship in a number of ways. Using survey data of members of one white-collar union, we test this proposition, focusing specifically on the impact of gender on attitudes towards trade unionism. participation in trade union activities, and priorities for trade union action. We conclude that, with the exception of relative weightings of priorities, gender is not a significant influence on these variables.
The Law and Union Membership in US State and Local Government
Authors: Hundley Greg
Published: March 2007

State and local government workers in the United States are covered by a wide variety of collective bargaining laws, thus providing a rare opportunity to analyse the effects of the law on union membership. Analysis of a large micro-data sample shows that several aspects of bargaining laws, particularly provisions relating to exclusive jurisdiction and union security, have a pronounced effect on the probability that a worker will be a union member. An individual covered by the right to strike is less likely to be a union member than an individual covered by a compulsory arbitration law. Estimates indicate that deregulation of an industrial relations system that provides incentivesfor unionism similar to those that exist in Australian policy would produce a dramatic decline in membership.
Consultative Councils in Qantas and Telecom: A Comparative Study
Authors: Davis E.M. , Lansbury R.D.
Published: March 2007

The structure and operation of the top-level consultative councils in Qantas and Telecom are compared in this paper. It sets the study within the context of recent Australian debate on the merits of employee participation and industrial democracy. Impressions are drawn on the extent to which worker representatives participate in the respective consultative councils and on the extent to which the councils promote worker participation at other levels within the organization. The commitment of top management and unions is shown to be crucial to the achievement of higher levels of worker participation both inside and outside the councils.
Lifetime Earnings of Men in Australia
Authors: Creedy John
Published: March 2007

Most earnings comparisons and measures of inequality are based on the use of annual data. It is, however, argued that longer period comparisons are often more appropriate, although direct measures cannot be obtained because of data limitations. In the absence of longitudinal data, this paper obtains indirect estimates of the process of relative earnings mobility using cross-sectional data. These estimates are then used to provide measures of lifetime earnings and measures of the coefficient of variation of earnings measured over alternative time periods. Occupational comparisons are reported, based on data from the Australian Bureau of Statistics (ABS) Income Distribution Survey 1985-86. It appears that occupations in which earnings are most variable do not necessarily have high average earnings.
Employee Relations and Organizational Growth and Decline: A Case Study
Authors: Frenkel Stephen , Shaw Marguerite
Published: March 2007

Using a case study approach, this article analyzes the connection between a company's business policy and its employee relations strategies and practices at workplace level. It shows how management, in what was one of the fastest growing hotels in Australia, devised advanced human resource policies that proved impossible to implement as the company subsequently fought (unsuccessfully) for survival against the effects of a protracted deterioration in the product market.
From Bureaucrat to Professional: Skill and Work in the Commonwealth Employment Service
Authors: Niaconachie Glenda
Published: March 2007

Most research on skill and the labour process (most notably the deskilling debates) has concentrated on private sector organizations. Very few empirical studies have considered skill and the organization of work in relation to public servants. Employ ment officers, the primary operational level in the Commonwealth Employment Service, are the focus of this paper. Between the early 1970s and 1990 their roles and skills were transformed as a consequence of the combination of policy, organizational and technological changes. The changing roles of the Commonwealth Employment Service were reflected in the skill shifts of its employment officers. Clusters of appropriate skills were required at specific points. Individual elements within these clusters were deskilled, reskilled or upgraded, sometimes simultaneously. The most significant aspect is the shift from traditional bureaucrat to professional service deliverer, with a subsequent recognition of 'personality skills'. These personality skills have become incorporated as requirements of the job, and are no longer individual capabilities.
Enterprise Bargaining and the Process of Negotiation: A Case Study
Authors: Fells Ray
Published: March 2007

Although industrial relations in Australia are undergoing a significant transition towards an enterprise-based System, there has been little research into the man agement-union negotiation process. This paper describes how an employer and two unions reached an enterprise agreement, and examines the choice and inter action aspects of negotiation to explore why and how this was done. The case study demonstrates the characteristics of genuine negotiation and suggests that strong motivation to reach agreement and inherently competitive interaction can have results that meet the needs of the parties.
The Law and Employee Participation—Evidence From the Federal Enterprise Agreements Process
Authors: Mitchell Richard , Naughton Richard , Sorensen Rolf
Published: March 2007

In 1993 the Industrial Relations Reform Act amended the Industrial Relations Act 1988 (Cwlth) by, among other things, introducing certain enterprise bargaining provisions into Australian labour law. These provisions required that a process of 'consultation' with employees should take place in the negotiation of an agreement. They also appeared to require that an agreement contain a process enabling ongoing consultation over work-related matters at the workplace. The research undertaken for this article attempted to assess the impact of these provisions on schemes for employee involvement in workplace decision making. All certified agreements approved by the Australian Industrial Relations Commission between 1 April 1994 and 30 March 1995, and all enterprise flexibility agreements approved by the Australian Industrial Relations Commission between 1 April 1994 and 6 September 1995 were examined for evidence of compliance with the new consultation provisions introduced into the Act. The conclusion drawn is that while many agreements complied with the Act, there was a general failure on the part of the Australian Industrial Relations Commission to implement both the letter and the spirit of the law on 'consultation' pertaining to the certification of agreements. On the whole we feel that the legislation failed to produce results that would have strengthened the spread of employee involvement practices in industry.
Human Resource Management, Cultural Control and Union Avoidance: an Australian Case Study
Authors: Van Den Broek Diane
Published: March 2007

Non-union industrial relations bas generated increasing interest among researchers both in Australia and overseas. Changes in public policy toward a more deregulated and individualised industrial relations system, as well as increasing employer interest in techniques associated witb human resource management, have become closely linked with the rise of non-union firms. Despite this development there remains a lack of empirical research in Australia that identifies how corporate culture and commitment strategies attempt to exclude, or become substitutes for, workplace trade unionism. In addressing tbese questions, this paper presents evidence from one Australian organisation in which the development of a strong culture and related human resource management practices played a central role in limiting employee propensity to unionise.
Labour Management in the Queensland Housing Commission Under a Labor Government, 1945-56
Authors: Hollander Robyn
Published: March 2007

A ustralian governments, especially Labor governments, have traditionally enjoyed a reputation for being 'good' employers. However; efforts to evaluate tbis reputa tion and to explore the factors shaping management strategies have been limited. This article examines these issues through a case study of the Queensland Housing Commis sion's management of its building workforce in the years following the Second World War. In this case, the Queensland Labor government did not use its own workforce to establisb new standards and its conservative approach to labour management strategies contrasted with a more progressive approach to industrial legislation. The article draws on the notion of political contingency to explain this apparent contradiction.
All Change, Still Gendered : the Australian Labour Market in the 1990s
Authors: Pocock Barbara
Published: March 2007

The gendered character of the Australian labour market is rarely the subject of direct research and policy making in Australia at present. Conservative govern ments uncritically endorse the globalising and so-called deregulation of the labour market, suggesting that it offers a boon for women. This paper reviews aspects of women's current labour market experience by referring to characteristics that range across the boundaries of home and waged work and suggest continuing interdependencies between the spheres. These include work patterns; sex segregation; wages, conditions and bargaining; quality of working life and 'family-friendliness' in the workplace. The article summarises current literature and offers some new analysis and data. There are few signs that women's employment status is improving relative to men's, and instead some indicators suggest an increasing divide in tbe labour markets—both between the sexes and between women. The analysis is relevant to theory, policy and the practical business of combining paid work and home life.
Is Bigger Better? Union Size and Expenditure on Members
Authors: Davis Aiark
Published: March 2007

From the late 1980s to the mid-1990s Australian trade unions engaged in a series of amalgamations. One of the main rationales for these mergers was that larger unions would benefit from economies of scale. But this proposition has been contested in debates sparked by the Australian union amalgamation round. Research literature on union mergers and the economics of union administration is reviewed to identify factors affecting the costs incurred by unions in servicing their membership. Multivariate allalysis of data from a sample of thirty-four Australian unions suggests that larger unions incur lower costs in servicing their members when other factors thought to affect union cost structures are held constant. But methodological and conceptual issues meau that the findings do not provide unambiguous evidence for the existence of economies of scale.
The Rejection of Violence in Gandhian Ethics of Conflict Resolution
Authors: Pontara Giuliano
Published: March 2007

This article is concerned with the problem of Gandhi's rejection of violence in situations of group conflict. Two questions have been asked: (1) On the basis of what arguments did Gandhi reject violence ? (2) Why did he on some occasions support violence ? The answer given to the first question is that Gandhi bases his rejection of violence on two different sorts of arguments. On one hand violence is condemned as morally bad in itself, independently of the consequences to which this rejection may lead. On the other hand violence is also rejected because of the consequences to which it leads. Violence, even used in self-defence, is in full contradiction with the democratic values and is not even able to defend them. Moreover it is never able to bring about accepted solutions of conflicts and it brutalizes man. According to Gandhi, Lenin is completely mistaken in his belief that violence can be used as a means to the achievement of the non-violent society of which he speaks in a famous passage of State and Revolution. For only means which are of the same ethical nature as the end sought can be conducive to its reali zation.

Gandhi, however, on four occasions took direct part in war and repeatedly advised others to do the same. Our examination of Gandhi's writings and actions has shown that there are situations in which Gandhi believed it to be our duty to fight. These are the situations in which the alternatives open before us are not violence versus non violence but only direct violence versus indirect violence or violence versus cowardice and fear.

The greatness of Gandhi, however, is not accounted for by his rejection of violence alone. His main contribution to the history of political ethics lies in his whole philosophy of conflict and in the non-violent techniques of conducting social conflicts which he devised as an effective and practical substitute for the traditional methods of violence.