Australian Employees Research Articles

The Wage Premium of Foreign Education: New Evidence from Australia

We study whether Australian employers recognise immigrants' education acquired abroad, and if so how. Using data from the Longitudinal Surveys of Immigrants in Australia, we apply interval regression to model migrant hourly earnings. We find substantially higher returns from human capital obtained in Australia and other OECD countries compared with non-OECD countries. These results suggest that the transfer of human capital acquired abroad is mediated by the country in which it was acquired, as found for Israel (Friedberg (2000) and the US (Bratsberg and Ragan (2002)). The results also suggest that immigrants from non-OECD countries are the ones who can gain the most from obtaining further education in Australia, and that targeted rather than generic policies in this area could reduce the extent of the education-occupation mismatch amongst immigrants.

Do height adjustable ‘hot’ desks change sedentary work behaviour in an open plan office?

Introduction: Identifying effective strategies for reducing sedentary behaviour in office workers is an emerging health priority. This novel study assessed the impact of height adjustable ‘hot’ desks on sedentary work time among Australian employees in an open plan office.

Building a business case for reducing sedentary time in the workplace

All Australian employers have a duty of care to ensure that the workplace is safe for employees and free of known sources of harm such as trip hazards and unsafe manual handling techniques. Yet, the standard posture for many modern occupations is seated at a computer undertaking data entry, knowledge-based work or telephone based customer services. As such, a large proportion of employees may spend more than 7h per day sitting. Research has found that adults who sit more during the day have a higher risk of early death, particularly due to cardiovascular disease.

Social cohesion and skilled Muslim refugees in Australia

Muslims are often the target of those arguing that diversity threatens social cohesion. However, little research has focused on the settlement and integration of migrant Muslims. This article reports research comparing skilled Muslim refugees’ experiences of integration into the Australian employment market and the wider society with the experiences of skilled non-Muslim refugees. Quantitative data from the study indicates no relationship between religion and social exclusion as evidenced in negative employment outcomes, social networks, satisfaction with life or perceptions of discrimination, although qualitative data shows some skilled Muslim refugees and some employers see religion as a key facet of cultural difference disadvantaging Muslims. The influence of religion on other aspects of settlement, including social engagement, integration and well-being is also surprising, demonstrating that Muslims in the sample generally feel no more excluded than other refugees. The findings challenge the assumptions that skilled Muslim refugees find it more difficult than others to adapt to ‘western’ culture, and that religious difference threatens social cohesion.

The Protection of Australian Employee Entitlements Following Corporate Collapses: Grounds for Special Attention

Under existing Australian corporations law employee entitlements afforded priority over other unsecured creditors in the event of corporate insolvency. However, this preferential treatment to employee entitlements does not provide effective protection for employee entitlements. Secured creditors are able to use a range of security instruments to be ranked ahead of all unsecured creditors and in most of the cases these creditor exhaust the assets available for distribution. Employees do not have the bargaining power or legal support to use security instrument as protective measures to protect their entitlements despite the fact that the deferred employees’ entitlements, such as accrued leave are effectively used by employers as sources of capital against which secured creditors take security. The employees’ position is further weaken because they are often excluded from the processes of decision making which affect their rights and interests. This paper examines employee position as creditors and how legislation in Australian currently provides a safeguard for employee entitlements. It argues that employee entitlements and employees as unsecured creditors should be treated differently from other creditors where corporate collapses occur.

Australian employers' adoption of traineeships

Traineeships are apprenticeship-like training arrangements that were initiated in Australia in 1985. They were designed to introduce apprenticeship training to a broader range of industries, occupations and individuals; they are available in occupations outside the traditional trades and crafts. Many companies use them on a large scale, some recruiting their entire shop floor workforce as trainees. This article uses findings from a national project on traineeships in six industry areas to examine the ways in which employers adopt them and the factors which affect their take-up across industries and enterprises.

A Look at the Long-term Accumulation of Human Capital and Knowledge Intensity of Work in Australia

The history of Australia since the 1960s has been one of substantial economic change. One of the key drivers of this has been the growth in the importance of human capital formation and the knowledge intensification of occupations. This paper analyses the intensification of knowledge in different types of employment, over the longer term and the corresponding increase in human capital formation. In order to undertake this analysis, the O*NET measures of knowledge and Australian employment data are used to determine the degree to which human capital in Australia has changed. The paper concludes that there has been a slow but steady rise in the knowledge intensity of Australian occupations over the past thirty-five years, although not uniformly across different groups and consequent level of human capital.

Effects of Non-Indigenous Australian Human Resource Managers' Gender and Attitudes and Applicants' Ethnicity and Gender on Resumé Evaluations

In this web-based survey, 60 non-Indigenous Australian human resource (HR) professionals reviewed four fictitious job resumés for an Indigenous male, Indigenous female, non-Indigenous male and non-Indigenous female. Participants rated the resumés against five key selection criteria and then ranked them in terms of suitability for a HR position, team fit (TF) with participants' current HR team, and suitability for a customer service (CS) position. Finally, participants completed a modified Attitude toward Indigenous Australians scale. Although participants' gender and attitudes and applicants' gender and ethnicity did not have an effect on resumé ratings, rank differences for the HR position and TF for the whole sample were significantly different, with the non-Indigenous male applicant being preferred to the Indigenous male and female applicants. Participants holding a negative attitude toward Indigenous people consistently ranked the non-Indigenous male applicant more favourably than the Indigenous male and female applicants and the non-Indigenous female applicant more favourably than the Indigenous male applicant. Female participants ranked the non-Indigenous male applicant more favourably than the Indigenous male and female applicants for the HR position and TF. Implications for Indigenous Australian employment disadvantage are examined with reference to social identity and contemporary racism theories.

Why Do Employees Participate in Employee Share Ownership Plans?

Employee share ownership in Australia has, until recently, been largely unchartered, despite considerable public policy interest in the area. Although empirical research has recently been undertaken into the current incidence and forms of broad-based employee share ownership plans (ESOPs) in Australia, and the motivations and objectives of employers in implementing them, the reasons why non-executive Australian employees elect or decline to participate in ESOPs remain unclear. Where shares or options are provided to employees as a ‘gift’, the answer may be considered comparatively straightforward but, in cases of contributory plans, do employees only participate when they perceive the company to be a good financial investment or do non-financial considerations such as the desire to take part in company decision-making also play a role? Are employees’ decisions influenced by their degree of commitment to their employer or are attitudes towards employee share ownership in general more important? What, moreover, is the significance of demographic factors such as age, gender and income? The answers to these questions have implications for corporate governance, human resource practice and public policy. This research report presents findings from a survey of employees at two major Australian companies with operating ESOPs. Part 2 of the report explains the background and methodology behind the survey. Parts 3 and 4 set out, respectively, the key characteristics of the sample and the basic results, while Part 5 directly tests the above questions.

Australian firms fail to keep pace with rapid industrial‐relations reforms

PurposeThis paper aims to highlight the difficulties faced by employers in complying with a quick succession of industrial‐relations legislation changes in Australia in recent times.Design/methodology/approachThe paper draws on the results of a field survey of 352 Australian organizations undertaken between August and December 2009. The survey was completed by businesses in every state and territory in Australia except the Northern Territory. Collectively, the organizations surveyed employed more than 100,000 staff.FindingsThe paper reveals that the major challenge for most businesses appears to be the ability to maintain an effective human resources (HR) infrastructure to cope with the pace of industrial relations legislation changes in recent times.Practical implicationsThe paper gives an insight into the level of risk that Australian employers face as a result of legislative non‐compliance. It guides managers and HR specialists in assessing the exposure of their organizations/clients to the risks identified.Social implicationsThe paper reveals that a significant proportion of Australian businesses are failing to comply with the provisions of recent industrial‐relations legislation.Originality/valueThe paper focuses on organizational awareness and preparedness to undertake changes to meet changing legislative requirements and the potentially damaging outcomes associated with non‐compliance.

Occupational Factors and Sick Leave in Australian Employees

To investigate occupational factors associated with sick leave over a 4-year period in Australian employees. Longitudinal data (self-report) from 2861 Australian full-time employees (69.4% male) were used. Occupational factors and relevant covariates were assessed at baseline with sick leave assessed yearly over a 4-year period. The data were analyzed using multinomial logistic regression models. Job strain and longer commuting time were associated with long sick leave, whereas long work hours were inversely associated with long sick leave. These results provide further evidence that certain aspects of work are associated with sick leave, whereas other work aspects such as long work hours are inversely associated with sick leave. Organizations need to understand and address these factors to improve the well-being of employees and increase workplace productivity.

Transitions Out of Casual Employment: The Australian Experience

This paper uses longitudinal data to examine the extent to which casual employees, who account for almost 25 percent of all Australian employees, are able to access non-casual jobs in the future, and to contrast their experiences with that of other labor market participants. A dynamic mixed multinomial logit model of labor market states is estimated which reveals high rates of mobility from casual employment into non-casual employment. Among men, casual employees are found to be far more likely to make the transition into non-casual employment than otherwise comparable unemployed job seekers. For women, however, this is not the case. Copyright © 2011 The Regents of the University of California.

"No country for old men": A note of the Trans-Tasman Income Divide

Although much work has been done analysing the possible causes of the New Zealand- Australian income gap, to date there has been little analysis of the extent to which this gap differs by gender and age. Using New Zealand and Australian employment and census data we examine these differences and find that (1) over the last 25 years the incomes of New Zealand women have declined less rapidly than those of New Zealand men, relative to Australian incomes; (2) this poor relative performance of New Zealand males was felt most by those in middle age; and (3) the stronger relative income growth of New Zealand females appears to be largely driven by increased public sector wage growth, and as such, its long term sustainability is questionable.

Occupational Factors Associated With 4-Year Weight Gain in Australian Adults

This article examined whether occupational factors predicted 4-year change in body mass index (BMI) in a sample of full-time Australian employees. Data from 1670 full-time Australian employees were collected through the Longitudinal Study of Australian Children. Multinomial logistic regression was used to examine whether several occupational factors at baseline predicted changes in BMI at 4-year follow up; several health and demographic covariates were controlled. Inflexible working hours (odds ratio = 1.54, 95% confidence interval [1.14 to 2.09]) and weekend work (odds ratio = 1.33, 95% confidence interval [1.04 to 1.68]) significantly predicted increased BMI. This article demonstrates that certain occupational factors (ie, inflexible work hours and weekend work) significantly predicted increased BMI. Targeting these factors may play a role in combating obesity and related health problems among employees.

‘No Country for Old Men’: A Note on the Trans-Tasman Income Divide

Although much work has been done analysing the possible causes of the New Zealand-Australian income gap, to date there has been little analysis of the extent to which this gap differs by gender and age. Using New Zealand and Australian employment and census data we examine these differences and find that (1) over the last 25 years the incomes of New Zealand women have declined less rapidly than those of New Zealand men, relative to Australian incomes; (2) this poor relative performance of New Zealand males was felt most by those in middle age; and (3) the stronger relative income growth of New Zealand females appears to be largely driven by increased public sector wage growth, and as such, its long term sustainability is questionable.

New Light through Old Windows: Restraint of Trade in English, Scottish, and Australian Employment Laws(-) Emerging and Enduring Issues

The nature of the study to be pursued in this article concerns the extent to which the common law systems of England and Australia contain principles or rules designed to impinge on an employer’s freedom of contract or legitimate trading interests in order to promote the ability of an employee to trade, work freely, and enjoy the benefits of his/her labour and innovations. This will entail spelling out the principal elements of both the English and Australian concepts and outlining the differences between them in light of new problems that have emerged as a result of recent developments in economic and social conditions.

Asset allocation and age effects in retirement savings choices

AbstractWe examine the asset allocation decisions of members of three large Australian retirement savings funds. Superannuation Guarantee legislation in 1992 made Australian employees compulsory investors by requiring employers to contribute a fixed proportion of earnings to a superannuation fund on behalf of employees. A majority of these employees can choose an investment strategy for these contributions. We examine how actual investment strategy and asset allocation choices of members change with age in view of the conventional wisdom that individuals allocate less to risky assets as they age and investments theory which provides conflicting advice on the issue.

Enacting virtual connections between work and home

The potential for information and communication technologies to reorganize time and space has emerged as a key theme in social theory. Affordances of the Internet mean that it has the capacity to affect temporal and spatial boundaries dividing work and home. Some theorists express concern that this may extend work into times normally reserved for family life, while others argue the Internet can encourage flexible work practices and result in better work—life balance. Focusing on a nationally representative sample of Australian employees, we examine the purpose and timing of Internet use and its role in the interaction between these domains. We demonstrate that the Internet is being used for personal purposes during work time to a greater extent than for work purposes during non-work time. Furthermore, we show that use of the Internet for work purposes outside work hours can assist work—family balance.

Smiling down the line: info-service work in the global economy

List of Tables and Figures List of Abbreviations Acknowledgments 1. New Workplaces: The Call Centre 1.1 Introduction 1.2 The Three Changes 1.2.1 ICTs and the Technical Division of Labour 1.2.2 Globalization and the Social Division of Labour 1.2.3 Beyond Consent? Managerialism and Human Resource Management 1.3 The Rest of the Book 2. The Call-Centre Case Studies 2.1 Studying Call Centres: Methodological Matters 2.2 The Centres 2.3 Summary 3. Making a New Occupation 3.1 Introduction 3.2 The Recruitment and Selection of Call Centre Labour 3.3 Employment Status 3.4 Training 3.5 'Shall I Stay or Shall I Go?': Attrition and Retention in Call Centres 4. The Call-Centre Labour Process (1): The Division of Labour, Work Effort, and Job Skill 4.1 Introduction 4.2 Experiencing the Labour Process: Work Intensity and the Effort Bargain 4.3 Call Centres and Job Skills 4.4 Emotional Labour in Call Centres 4.5 Conclusions 5. The Call-Centre Labour Process (2): Technological Selection and the Means of Communication in Info-Service Work 5.1 Introduction 5.2 Theoretical Issues 5.3.1 The Case Study: What Did Management Want? 5.3.2 Between the Cup and the Lip: The Adoption of CMS 5.4 Conclusions 6. HRM and Call Centres: Culture and Identities 6.1 Introduction 6.2 HRM in Call Centres 6.3 Identity in the Call Centre 6.4 Accounting for Organizational Identities 6.5 Conclusions 7. Globalizing Info-Service Work: Outsourcing to India (with Mohan Thite) 7.1 Introduction 7.2 The BPO Case Studies 7.3 Skills and the Global Division of Labour 7.4 Work Intensity 7.5 HRM and Identity in BPO 7.6 The Contradictions of BPO 7.7 Conclusions 8. Discontent, Resistance, and Organizing in Info-Service Work 8.1 Introduction: Work Relations in Call Centres 8.2 From Partners to Pariahs: Unions in Australian Employment 8.3 From Resistance to Organizing, or Organizing as Resistance: Unions in Call Centres 8.4 Unionization in the Australian Case-Study Sites 8.5 A Postscript from Australia: Work Choices and Beyond 8.6 A Note on Resistance and Organization in Indian BPOs 9. Concluding Remarks Notes References Index

Using the Interaction of Mental Health Symptoms and Treatment Status to Estimate Lost Employee Productivity

In Australia it has been estimated that mental health symptoms result in a loss of $ AU2.7 billion in employee productivity. To date, however, there has been only one study quantifying employee productivity decrements due to mental disorders when treatment-seeking behaviours are considered. The aim of the current paper was to estimate employee work productivity by mental health symptoms while considering different treatment-seeking behaviours. A total of 60 556 full-time employees responded to the World Health Organization Health and Work Performance Questionnaire. This questionnaire is designed to monitor the work productivity of employees for chronic and acute physical and mental health conditions. Contained within the questionnaire is the Kessler 6, a scale measuring psychological distress along with an evaluation of employee treatment-seeking behaviours for depression, anxiety and any other emotional problems. A univariate analysis of variance was performed for employee productivity using the interaction between Kessler 6 severity categories and treatment-seeking behaviours. A total of 9.6% of employees have moderate psychological distress and a further 4.5% have high psychological distress. Increasing psychological distress from low to moderate then to high levels is associated with increasing productivity decrements (6.4%, 9.4% and 20.9% decrements, respectively) for employees in current treatment. Combining the prevalence of Kessler 6 categories with treatment-seeking behaviours, mean 2009 salaries and number of Australian employees in 2009, it is estimated that psychological distress produces an $ AU5.9 billion reduction in Australian employee productivity per annum. The estimated loss of $ AU5.9 billion in employee productivity due to mental health problems is substantially higher than previous estimates. This finding is especially pertinent given the global economic crisis, when psychological distress among employees is likely to be increasing. Effective treatment for mental health problems yields substantial increases in employee productivity and would be a sound economic investment for employers.