Fair Work Research Articles

A reflection on life and work as a vice president of the fair work commission from Joseph Catanzariti AM

A reflection on life and work as a vice president of the fair work commission from Joseph Catanzariti AM

From jobs to careers: drivers and barriers to career development in emerging labor markets

IntroductionThis study aims to reveal the intrinsic and extrinsic drivers of career development in emerging labor markets and to explore the impact of these drivers and barriers on career development. With the rapid transformation of global industrial structure, career development in emerging industries such as artificial intelligence, big data, new energy and e-commerce is gradually attracting attention.MethodsThis study utilizes a mixed research method of questionnaires and in-depth interviews. The research team distributed a total of 700 questionnaires to practitioners in China, the United States, Japan, Germany and India, and collected interview data from 20 industry practitioners. These data were analyzed from both quantitative and qualitative perspectives to analyze the drivers and barriers to career development, and structural equation modeling was used to analyze the relationship between career motivation, barriers, social networks, and career satisfaction.ResultsThe results indicate that career development motivation significantly and positively influences career satisfaction, while individuals with high career satisfaction perceive fewer career barriers. In addition, career barriers significantly influenced individuals’ perceptions of career discrimination. The study also found that social networks play an important supportive role in career development, and that extensive social networks increase career satisfaction. Individuals with high motivation were more resilient in the face of external barriers and were willing to retrain to improve their occupational skills.DiscussionTo promote career development in emerging industries, labor market policies should optimize and create fair and inclusive work environments for emerging industries. By eliminating gender, age, and racial discrimination and providing employee support programs, career development satisfaction and opportunities can be effectively enhanced.ConclusionRapid technological updates, high work pressure, and cross-cultural barriers in emerging industries are the main challenges to career development today. This study suggests that governments and enterprises should jointly provide flexible vocational training and support policies to help practitioners adapt to the rapidly changing occupational environment.

Impact of regulatory and other changes on Australian unions’ strategies and campaigns, 2023–2024

This article reviews the challenges and opportunities facing Australian trade unions in 2023–2024. It covers industry challenges for specific unions and the changes introduced by the Federal Labor Government through its Closing the Loopholes Amendments to the Fair Work Act. It argues that the Australian Council of Trade Unions (ACTU) and individual unions need to take the opportunity provided by the Federal Government's legal changes to make gains for members so that they are difficult to overturn if the federal government changes. It analyses campaigns and strategies of unions around challenges specific to them: for example, the recruitment of gig workers by the Transport Workers’ Union and campaigns by the ACTU and the Media and Entertainment Arts Alliance around inappropriate use of artificial intelligence by employers seeking to replace workers and usurp employees’ ownership rights to their work. It considers amalgamations (mergers) and disamalgamations (demergers) of concern for some unions. It discusses allegations of inappropriate behaviour facing the Construction and General Division of the Construction, Forestry and Maritime Employees’ Union leading to its forced administration as a concern and possible impediment for the entire union movement if not resolved effectively.

The Impact of Perceived Inclusion Climate for Leader Diversity (PICLD) on Organizational Justice and Its Effects on Employee Engagement, Emotional Wage, and Happiness at Work

In today's globalized world, workplace happiness is an increasingly important concern for many organizations, as it has a direct impact on employee productivity and well-being. An inclusive and equitable work environment plays a significant role in creating conditions that support employees' emotional and intellectual engagement, as well as providing emotional rewards that can increase their happiness. This research aims to analyze the impact of Perceived Inclusion Climate for Leader Diversity (PICLD), Organizational Justice, Employee Engagement, and Emotional Rewards on Workplace Happiness. Using a quantitative approach and survey method, data was collected from 248 employees working in various companies in Indonesia. The results showed that PICLD has a positive and significant influence on perceptions of workplace justice, which in turn increases employee engagement and emotional rewards. Employees who perceive fair treatment are more engaged and receive emotional rewards that improve their well-being. Employee engagement and emotional rewards are shown to have a positive impact on workplace happiness, so employees who feel emotionally rewarded tend to be more satisfied and happy. The implications of this research emphasize the importance of creating an inclusive, fair and supportive work environment to increase employee engagement, emotional well-being and happiness at work.

A Strategic Overview of the Indian Fashion Industry with apropos to Logistics and Sustainable Supply Chain Management

This research study emphasizes the social, environmental, and economic facets of the fashion supply chain and attempts to provide a thorough analysis of sustainability challenges. It aims to comprehend the effects of many sustainability programs and practices, assess the lessons gained from industry mistakes and attempts, and pinpoint areas needing more study and development. Using a qualitative approach, the paper thoroughly reviews case studies, industry white papers, and publications in peer-reviewed journals. Insights from current sustainability trends are integrated with analyses of top brands' sustainability policies, including Nike, Unilever, and Patagonia. The process involves investigating the best methods for incorporating sustainability into fundamental company operations, evaluating social and environmental sustainability efforts, and estimating the economic effects of these activities. The necessity of combining social, environmental, and ethical standards holistically, the significance of expanding sustainability initiatives beyond first-tier suppliers, and the crucial role of supply chain openness are some of the major conclusions. Notable instances include Nike's innovations in sustainable materials, Unilever's circular economy programs, and Patagonia's fair work policies. According to the report, incorporating sustainability into the operations has long-term financial advantages, including improved customer loyalty and brand reputation. This study offers fresh perspectives on the realworld difficulties and achievements of integrating sustainability into the fashion supply chain. It analyses industry standards thoroughly and offers feasible recommendations for businesses looking to improve their sustainability initiatives. The current collection of knowledge on the sustainability of the fashion supply chain is greatly enhanced by the addition of particular case studies and the investigation of cutting-edge technology and practices.

Working Conditions in the Hospitality Industry: The Case for a Fair and Decent Work Agenda

Working Conditions in the Hospitality Industry: The Case for a Fair and Decent Work Agenda

Influence of Islamic leadership on Employee Psychological Well-Being with the Mediation of Organizational Justice

This study explores the relationship between Islamic leadership, organizational justice, and employee psychological well-being in the workplace. Islamic leadership, rooted in the teachings of Islam, is examined for its influence on employee well-being. The concept of psychological well-being, encompassing self-acceptance, positive relationships, autonomy, environmental mastery, purpose in life, and personal growth, is the primary focus of this research. A quantitative research method with a positivist approach and survey methodology was employed. The results reveal a significant relationship between Islamic leadership, organizational justice, and employee well-being. Organizational justice is also found to mediate the relationship between Islamic leadership and psychological well-being. These findings hold significant implications for organizational management, emphasizing the importance of religious values in leadership and justice in creating a fair work environment. Islamic leadership can serve as a source of motivation for employees, while organizational justice can enhance employee well-being. The study's findings can be utilized as a foundation for developing more effective management strategies to improve employee psychological well-being in the workplace. This research contributes significantly to understanding the relationship between Islamic leadership, organizational justice, and employee well-being

Does biasedness starts with HR? - Analysis and outcomes and suggestions for transparent practices

HR research has shown that HR practitioners are influenced by different biases in their decision making. But do they know they are biased? This study looks at blind spots. These findings contribute to behavioural research in HR and practical tips to address workplace bias, whether deliberate or not Recognising and addressing biases is key to a fair and inclusive work environment across the globe whether international, national or local to identify common biases and their impact on the organisation and employees as well as ways to mitigate the unfair outcome.Cultural stereotypes, personal biases and institutionalised practices that unintentionally favour some groups over others are the main sources of HR bias. Gender, race, age and socio-economic status can for example determine who gets hired, evaluated for performance or promoted by employers. Without diversity considerations the result is uniform teams that stifle creativity as marginalisation excludes certain perspectives from consideration through exclusionary means.The impact of HR bias goes beyond individual employees to the organisation as a whole. Biased HR practices can erode trust in management, reduce employee engagement and increase turnover rates. This in turn can harm the organisation’s reputation making it less attractive to top talent and potentially lead to legal challenges. Biased decision making can also result in suboptimal talent management where the most qualified candidates are overlooked and the organisation’s overall performance is compromised.To address HR bias you need a 3 prong approach, bias awareness training, standardised and transparent HR processes and a culture of inclusion. Organisations need to actively work to identify and mitigate biases in their HR practices to be fair, equitable and utilise human capital optimally.

Pengaruh Leader Member Exchange (LMX) dan Efikasi Diri terhadap Kinerja Karyawan

The relationship between the leader and team members takes place in a one-on-one relationship, where each team member has a unique relationship with the leader. Transparency and fairness are increasingly appreciated, leaders who apply the Leader Member Exchange (LMX) principle can create a fair work environment and increase self-efficacy. A level of self-efficacy that is too high can cause individuals to become overconfident and not calculate risks adequately, resulting in a decline in employee performance. This research aims to determine the influence of Leader Member Exchange (LMX) and Self-Efficacy on Employee Performance at Dian Husada Hospital, Mojokerto. This research was conducted by distributing questionnaires online using Google Form to employees of Dian Husada Hospital, Mojokerto. The population of this study was 50 people with a sample of 50 people using a saturated sample. Data processing techniques were carried out using the SPSS 29.0 program. with the research results showing that there is a positive and significant influence of the LMX variable on performance, the Self-Efficacy variable on Performance, then the LMX and Self-Efficacy variables on employee performance at Dian Husada Hospital Mojokerto.

The Constitutionality of Special Mining Business Permit (IUPK) Application to Community Organisations in Indonesia

The management of natural resources, including minerals and coal, is governed by the principle that these resources are controlled by the state and used as much as possible for the prosperity of the people, the constitutionality of Article 33 Section (3) of the 1945 Constitution of the Republic of Indonesia (1945 Constitution). This principle places the state as the main manager responsible for fair and sustainable exploitation. A Special Mining Business Permit (IUPK) is a license that allows certain parties to manage mining in a certain area, regulated in Law Section 4 of 2009 and its derivative regulations. The decision of Muhammadiyah and Nahdlatul Ulama (NU) to be involved in mining has significant economic, social, and environmental implications. Its economy can increase organizational income, create jobs, and support social programs; its social strengthens the role of the organization in positive change by promoting fair work standards; However, environmental challenges require strict standards to prevent damage. The granting of mining permits is regulated in Government Regulation (PP) No. 25 of 2024, which aims to provide financial independence for religious organizations. However, strict monitoring is needed to mitigate negative impacts such as pollution, social change, and health impacts. From a constitutional perspective, licensing must adhere to the principles of social justice, transparency, and environmental protection to ensure fair and sustainable benefits for society.

The Effect of Leadership Style on Improving Employee Performance

Leadership style significantly impacts the organization's long-term viability. On the other hand, leadership style can also affect an organization's reputation. This study intends to investigate the relationship between corporate reputation and leadership style, which has consequences for raising worker productivity. An online poll targeting employees in different work units and businesses in Indonesia was used to obtain the data. The study's findings can advance understanding, particularly in terms of the way that corporate reputation mediates the relationship between leadership style and employee performance. This research also has practical implications for management in an organization to be more aware of the role of organizational reputation that can influence employee performance. In addition, the quality of leaders is also one of the main drivers of organizational reputation, so a good reputation will create a climate of fair work competition for employees to improve their performance.

Ghosts in the labour market: perceived health implications of informal labour in Australia.

Employment conditions are important social and commercial determinants of health. Informal employment-also known as 'cash-in-hand' and 'undeclared' work-is a discrete employment condition that has salience around the world. Fuelled by neoliberal ideology, informal employment has become increasingly common in high-income countries. Public health research concerning the health of informal workers comes largely from low- and middle-income countries, where the phenomenon is more visible. There has been little research on the health effects of informal employment in high-income countries including Australia. Twenty-nine workers aged 18 years and older, who were undertaking informal work activities, were recruited using social media and an online marketplace in Tarndanya (Adelaide-Kaurna Country), Australia. Qualitative narrative data, demographic profiles, and physical and mental health scores were collected. Most informal workers reported unfair and indecent employment conditions including job insecurity, low income, coercion, and lack of respect and dignity at work, and were often exposed to unsafe and unhealthy work environments. Workplace injuries and exposure to occupational hazards were common; and Physical and Mental Component Scores were poorer among informal workers when compared to the population of South Australia as a whole. With informal employment in Australia described as part of a 'significant, pervasive, damaging and growing' problem, there is a need for a health promotion lens over industrial relations policies in the interest of creating equitable access to fair and decent work.

Design Transformation of The Industrial Relations Peace : Towards A Prosperous, Harmonious and Fair Work Relations Model In The Karawang Industry

The minimum wage is one of the national strategic policies whose regulations are determined by the central government through laws and derivative regulations. The business problem faced by business actors in Karawang is the disruption of business operations due to the freeze that occurred during the minimum wage period at the district level. Even though discovery is a right as an Indonesian citizen, this research aims to initiate an industrial relations peace strategy for companies in Karawang to be able to carry out promotional, preventive, overcoming, and rehabilitative steps. This research focuses on the period 2019–2024 and analyzes the district minimum wage policy, which is accommodated by the Apindo Karawang Regency Leadership Council. The research methods used include literature studies, policy analysis, and interviews with relevant stakeholders such as business leaders, human resources managers, Government and Union Leaders . The results of the analysis highlight significant developments in the industrial relations paradigm in Karawang by identifying factors that influence welfare, harmony, and justice in work relations. The findings of this research provide in-depth insight into the impact of implementing minimum wages on the dynamics of industrial relations in companies in Karawang. This research provides a positive contribution to business as well as a better understanding of the strategies that can be used to achieve prosperous, harmonious, and fair working relationships in an industrial environment. It is hoped that the policy implications resulting from this thesis can provide guidance for stakeholders in developing steps that support the positive development of industrial relations in Karawang.

Unveiling the heart of disaster nursing: A qualitative study on motivations, challenges, and lessons from the devastating 2023 Turkey earthquakes.

Turkey has faced a notable escalation in earthquake disasters in the last two decades. Despite initiating a health and disaster management system, nurses' pivotal roles and experiences in handling such crises have been disregarded. This qualitative study analyzed nurses' experiences before, during, and after deployment in response to the 2023 Turkey earthquakes to enhance disaster-response efforts. This descriptive qualitative study was conducted between March and May 2023 using semistructured interviews with 15 nurses purposively sampled among those who volunteered to work in the earthquake zone. The MIRACLE and COREQ guidelines were followed for reporting qualitative research. The analysis exposed five main themes for pre-tasking: moral obligation, motivation, insufficient experience, balancing responsibilities, and preparation challenges. The peri-task themes include responsibilities, skills, bravery and characteristics, workload management, teamwork, and outcomes. Post-tasking has three themes: competence assessment, career goals and aspirations, and support. Training and coping with anxiety and stress are common themes for all phases. Disaster relief requires a comprehensive and coordinated response from healthcare organizations, government agencies, and support systems. Providing adequate training, ensuring safety protocols, offering mental health support, and fostering a fair and supportive work environment are crucial steps in mitigating the adverse effects on nurses and, by extension, the patient care process in earthquake-affected areas. Nurse training in disaster preparedness should cover various response methods and involve multiple disciplines. Managers can help by arranging drills, simulations, online courses, and workshops and promoting partnerships for improved collaboration. Psychological support should be included to address emotional challenges. Regularly updating response policies based on past experiences is crucial for preparedness and efficiency.

Mempersiapkan Sumber Daya Manusia (SDM) dalam Menghadapi Tantangan Artifical Intelligence Pada Sektor Publik

Artificial Intelligence (AI) is one area of technology that plays a major role in digital transformation. Human Resource Management (HRM) has an unlimited role to play in creating a fair work environment throughout the world and ensuring fairness in the company. AI analytics can be used in the human resources sector to generate strategies and solutions quickly and enable employees to align processes efficiently. The method used in this research is literature study by collecting information through articles and scientific journals. The research results show that public sector workers must acquire new skills and knowledge necessary to interact with and manage AI systems. In facing advances in AI, companies/agencies need to pay attention to HR career development through training and improving new skills and knowledge needed to interact and manage AI systems. In facing global challenges, AI must be seen as a tool, not a substitute for human resource management.

Need for recovery after work and associated risk factors in working menopausal women

ObjectivesTo explore relationships between ‘need for recovery’ (NFR), a strong predictor of burnout, and menopause symptoms and to identify work-related factors that are associated with a high NFR in Belgian menopausal women. Study design760 menopausal women took part in a cross-sectional questionnaire study. NFR, presence of menopause symptoms, job type, age category, work activity, physical workload, psychosocial and physical work environment, balance of work and private life and the opportunity to discuss menopause at work were assessed. Main outcome measuresUni- and multivariate logistic regression analyses were used to calculate the odds ratios for the presence of a high NFR. ResultsOf menopausal women currently experiencing menopause symptoms, 53.3 % reported problems while performing their work. The overall prevalence of a high NFR in menopausal women was 41.2 %. Women who experienced problems at work had the highest prevalence of a high NFR (61.1 %), and constituted a separate risk group for having a high NFR (OR 3.31 vs. never symptoms; 95%CI 1.72–6.38). The following factors were significantly associated with a high NFR: poor balance of work and private life (OR 7.89; 95%CI 4.32–14.39), physical workload (OR 1.17; 95%CI 1.08–1.28), discomfort from cognitive demands (OR 1.17; 95%CI 1.09–1.26), organizational justice (OR 0.86; 95%CI; 0.78–0.94), and social support from colleagues (OR 0.87; 95%CI 0.79–0.96). ConclusionsMaintaining a good balance of work and private life, reducing physical workload, addressing discomfort from cognitive work demands and assuring a fair work distribution are measures that require a culture where open and easy discussion about menopause is possible.

THE INFLUENCE OF THE JOB COPYRIGHT LAW ON THE WELFARE AND RIGHTS OF WORKERS IN INDONESIA

In the context of labor regulation reform in Indonesia, the Job Creation Law emerged as a government effort to increase economic efficiency and industrial competitiveness, but received mixed responses regarding its impact on workers' welfare and rights. This research aims to critically analyze and evaluate the real influence of the implementation of the Job Creation Law on working conditions, welfare and protection of workers' rights in Indonesia. The purpose of writing this journal is to evaluate in depth the impact of the Job Creation Law on the welfare and fulfillment of workers' rights in Indonesia in the context of changing labor laws. This research method uses a descriptive qualitative approach, by collecting data through in-depth interviews, document studies, and comparative analysis of similar cases in other countries, to assess the impact of the Job Creation Law on the welfare and rights of workers in Indonesia. The main results of this research show that the Job Creation Law brought about significant changes in labor regulations in Indonesia, but its impact on workers' welfare and rights tends to vary, with some aspects seeing improvements in efficiency and flexibility, while other aspects raise concerns about worker protection and work standards. In particular, this research identifies an increase in companies' operational flexibility, but also highlights the need to strengthen worker protection mechanisms to ensure a balance between business flexibility and worker well-being. The main conclusion from this research is that the Job Creation Law has had a complex impact on the employment environment in Indonesia, where there has been increased efficiency and flexibility for employers, but has also raised challenges and the need for increased protection for workers' rights. Therefore, further policy adjustments and developments are needed to ensure a balance between economic growth and worker welfare, as well as the fulfillment of fair and sustainable work standards. effective in making decisions. Writing this journal contributes to providing an objective view and in-depth analysis of the effects of the Job Creation Law, which has the potential to guide policy makers, legal practitioners and industry players in formulating more effective and sustainable strategies to balance economic interests and workers' rights in Indonesia .

THE Influence Of A Work Culture Of Berakhlak, Motivation, Organizational Support And Job Satisfaction On Employee Performance

This research aims to examine the influence of a work culture of BerAKHLAK, motivation, organizational support, and job satisfaction on employee performance at Bondowoso Regency. The population in this study was 181 employees and the sample was 125 employees selected using the purposive sampling method. The research method used is a survey method using a questionnaire as a data collection instrument. The collected data was analyzed using multiple linear regression techniques. The research results show that work culture of BerAKHLAK, motivation, organizational support, and job satisfaction have a significant influence on employee performance. work culture of BerAKHLAK and organizational support have a significant positive impact on employee performance, while motivation has a significant positive influence on employee performance. Job satisfaction also has a significant positive influence on employee performance. These findings show the importance of implementing a fair work system with BerAKHLAK to improve employee performance. It is also necessary to pay attention to strong organizational support to encourage better performance. This research contributes to the development of theory and practice of human resource management in the agricultural and food security sectors. The practical implication of this research is the importance of the Bondowoso Regency government through the Bondowoso Regency Environmental Service to encourage the implementation of a BerAKHLAK work culture, strengthen organizational support, and increase employee job satisfaction to improve their performance.

Supervisory Justice, Trust in Supervisors and Employee Creativity: The Mediating Role of Self-Efficacy

This study examines the relationship between supervisory impartiality, trust in supervisors, and employee creativity within financial enterprises. These factors significantly influence employee morale and efficiency. Our research aims to provide actionable recommendations for optimizing enterprise management through theoretical insights. We first investigate the impact of supervisory justice on employees’ trust in their superiors, finding that fair supervision enhances trust, which in turn boosts employees’ confidence and efficiency at work. Employee creativity is crucial for achieving organizational goals; fostering creativity can lead to more efficient business operations and improved management practices. A key focus of our research is the mediating role of self-efficacy, defined as an employee’s belief in their ability to successfully complete tasks. We explore how self-efficacy bridges the gap between supervisory impartiality, trust in supervisors, and employee creativity. Our findings suggest that a just work environment provided by supervisors enhances employees’ self-efficacy, resulting in greater confidence and a willingness to engage in creative work. In summary, this study explores these relationships within financial firms. By understanding these dynamics, companies can create a fair work environment, enhancing employee satisfaction and efficiency. We recommend that enterprise managers foster a just supervisory environment to boost employees’ self-efficacy and support the achievement of corporate goals.

Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan.

Nursing is considered indigent and oppressed because of uneven organizational hierarchies and unsatisfactory work environments. This study aimed to highlight the critical aspects of organizational culture in the nursing profession and, in general, those propagating hostile behaviours among female nursing staff that result in dissatisfaction and intention to leave the organization. A quantitative research approach was applied and a survey research strategy was used to collect the data. Convenience sampling was applied and data were collected from female nurses who were easily accessible and willing to participate in the research. A total of 707 questionnaires were collected from 14 hospitals and the data was analyzed using SmartPLS 4. Lack of administrative support and gender discrimination positively affected person-related hostility. In contrast, person-related hostility mediated the relationship between gender discrimination and lack of administrative support with the intention to leave. Direct or indirect person-related hostility factors can severely damage organizational reputation and quality and may cause the loss of employees with specific organizational knowledge and exposure. Losing an experienced employee to a newer one cannot replace the costs incurred on hiring, training, and providing knowledge to older employees. HR managers in organizations should devise strategies and policies that allow for the timely resolution of issues of nursing staff based on fair work performance.