........................................................................ 10 Chapter 1: Introduction.................................................... 11 Chapter 2: From Bargaining Structures to Labour Regulation: Describing Complex Patterns of Rule Making............ 29 Chapter 3: Explaining Labour Regulation in an Industry............ 56 Chapter 4: Methodology................................................... 116 Chapter 5: Background to the Airline Industry........................ 145 Chapter 6: Describing Patterns of Labour Regulation in the Domestic Airline Industry, 1990–2006.................... 202 Chapter 7: Explaining Patterns of Labour Regulation in the Domestic Airline Industry, 1990–2006.................... 242 Chapter 8: Conclusion..................................................... 302 References..................................................................... 325 Appendices.................................................................... 359 Appendix 1 Cover Page............................................... Appendix 2 Information Statement................................ Appendix 3 Organisation Representative Consent....... Appendix 4 Release Form Non-public Documents....... Appendix 5 Participants Consent............................ Appendix 6 Interviews Conducted.......................... Appendix 7 Questionnaire................................... 359 360

The changing structure of labour regulation: the Australian domestic airline industry, 1990-2006

This thesis sets out to examine the use and character of employee voice practices in foreign owned multinational enterprises operating in Australia. It specifically focuses on the impact of union presence and a strategic human resource management approach on the employee voice practices. To address the research questions a quantitative research method was adopted utilising a questionnaire. This was conducted through face to face interviews with the HR managers of a sample of 171 foreign owned multinational enterprises operating in Australia. To examine the character of employee voice practices, frequencies and cross tabulations were conducted. Logistic regression analysis was carried out to determine the influence of a union presence and strategic human resource management approach on employee voice practices. The findings provide a comprehensive snapshot of the current character and influences of employee voice approaches adopted by multinational enterprises in the Australian context. This thesis demonstrates that foreign owned multinational enterprises are high-level users of the full range of direct employee voice mechanisms with the exceptions of use of employee suggestion schemes. Indirect methods such as trade union recognition and the use of joint consultation committees across all sites were not utilised to the same extent. It was also found that trade union presence and a strategic human resource management approach; greenfield site and country of origin affect the employee voice approach adopted. High trade union presence is associated with an indirect employee voice approach. A low trade union presence is associated with a direct or a minimalist approach to employee voice. A strategic human resource management approach is associated with both direct and dualistic approaches to employee voice. Implications can be drawn for theory and management practice.

/pdf/employee-voice-in-foreign-owned-multinational-enterprises-in-54xcrwu3o2.pdf

Employee voice in foreign owned multinational enterprises in Australia

The industrial power contained in section 51(xxxv) of the Australian Constitution gives the Federal Parliament power to make laws with respect to ‘conciliation and arbitration for the prevention and settlement of industrial disputes extending beyond the limits of any one State.’ Throughout the history of the Commonwealth, this power has remained one of the most contentious and litigated clauses in the Constitution. Because of the constitutional limits on the manner in which national legislative power can be exercised in this area, the institutions and processes of the Federal system of conciliation and arbitration have remained a consistent focus of public debate. The industrial power is unusual in not giving Parliament direct power to legislate outcomes; rather it requires use of a particular method (conciliation and arbitration) and then only in certain circumstances (interstate industrial disputes). Since 1904 national industrial relations policy has relied on implementation of the industrial power through a permanent and independent arbitration tribunal (from 1904 to 1956 the Commonwealth Court of Conciliation and Arbitration; between 1956 and 1988 the Commonwealth Conciliation and Arbitration Commission; and since 1988 the Australian Industrial Relations Commission). Yet over the last decade an institution considered one of the more enduring features of Australia’s federated history has been challenged by demands for reduction of industrial regulation in the interest of efficiency and competitiveness.

/pdf/parliament-and-the-industrial-power-408xojc0rf.pdf

Parliament and the Industrial Power

The End of Institutionalized Industrial Relations in Australia

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The End of Institutionalized Industrial Relations in Australia