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Collective bargaining remains an important yet underexplored mechanism in the pursuit of workplace gender equality. Through gender equality bargaining efforts, unions seek to address the lack of equity for working women. Yet little is known of the extent of equality bargaining provisions, or about where provisions and the factors that influence their availability occur. Contributing to this disparity is a lack of data measuring gender equality provisions in collective agreements. This article analyses key trends in the collective regulation of flexible work provisions in Aotearoa New Zealand from 2007 to 2019. Results show modest growth in the scope and coverage of flexible work provisions, the majority of which have occurred in the public sector. Marked differences across sectors and industries suggest the influence of factors such as women’s rising labour force participation and feminisation of union membership and its leadership, particularly within industries where union density has grown. Findings underscore the need for contextualisation of collective regulation in opportunity structures and the ongoing frailty of women’s access to gender equality.
Sarah Proctor-Thomson; Noelle Donnelly; Jane Parker. Bargaining for gender equality in Aotearoa New Zealand: Flexible work arrangements in collective agreements, 2007–2019. Journal of Industrial Relations 2021, 1 .
AMA StyleSarah Proctor-Thomson, Noelle Donnelly, Jane Parker. Bargaining for gender equality in Aotearoa New Zealand: Flexible work arrangements in collective agreements, 2007–2019. Journal of Industrial Relations. 2021; ():1.
Chicago/Turabian StyleSarah Proctor-Thomson; Noelle Donnelly; Jane Parker. 2021. "Bargaining for gender equality in Aotearoa New Zealand: Flexible work arrangements in collective agreements, 2007–2019." Journal of Industrial Relations , no. : 1.
Union‐civil alliances have garnered scholarly and practitioner attention in many nations. Drawing on extensive documentary evidence, this qualitative study examines the rationales for this, focusing on coalitions involving New Zealand's peak labour body and its affiliates around climate change and workplace issues. Laclau and Mouffe's (2001) seminal political theory on radical democracy frames a critical reading of social movement unionism and union‐civil alliances as an effort to build new hegemony against dominant neo‐liberal discourses and practices. Emergent themes suggest a degree of change by the New Zealand Council of Trade Unions and affiliates in their emphasis of wage and conditions vis‐à‐vis wider issues, and developing alternative forms of representation and solidarities involving unions. However, early initiatives seem unlikely to gain more traction other than via a radicalised democratic approach involving multi‐interest approaches, their urgency underscored by irreversible environmental imperatives.
Jane Parker; Ozan Nadir Alakavuklar; Sam Huggard. Social movement unionism through radical democracy: The case of the New Zealand Council of Trade Unions and climate change. Industrial Relations Journal 2021, 52, 270 -285.
AMA StyleJane Parker, Ozan Nadir Alakavuklar, Sam Huggard. Social movement unionism through radical democracy: The case of the New Zealand Council of Trade Unions and climate change. Industrial Relations Journal. 2021; 52 (3):270-285.
Chicago/Turabian StyleJane Parker; Ozan Nadir Alakavuklar; Sam Huggard. 2021. "Social movement unionism through radical democracy: The case of the New Zealand Council of Trade Unions and climate change." Industrial Relations Journal 52, no. 3: 270-285.
Paula O’Kane; Katherine Ravenswood; Julie Douglas; Fiona Edgar; Jane Parker. Doing things differently: IR practice and research beyond 2020. Labour & Industry: a journal of the social and economic relations of work 2021, 31, 1 -6.
AMA StylePaula O’Kane, Katherine Ravenswood, Julie Douglas, Fiona Edgar, Jane Parker. Doing things differently: IR practice and research beyond 2020. Labour & Industry: a journal of the social and economic relations of work. 2021; 31 (1):1-6.
Chicago/Turabian StylePaula O’Kane; Katherine Ravenswood; Julie Douglas; Fiona Edgar; Jane Parker. 2021. "Doing things differently: IR practice and research beyond 2020." Labour & Industry: a journal of the social and economic relations of work 31, no. 1: 1-6.
While the foundations for redressing gender pay inequality in New Zealand were established half a century ago, significant numbers of women still endure the sharp end of gender-based pay differentials. Following a landmark test case in the aged care sector which focused on the (re)interpretation of the Equal Pay Act 1972, gender pay equality is once again under intense scrutiny. On the 125th anniversary of women’s suffrage, the New Zealand government signalled the introduction of legislative amendments to address this enduring challenge. Although widely contested, the intent of the Equal Pay Amendment Bill is to lower the threshold for raising pay equity claims, while establishing a bargaining process for resolving them. Alongside this, the government has introduced an ambitious workplace action plan to eliminate public service gender pay gaps. Informed by gender equity policy approaches, this article examines New Zealand’s (gendered) regulatory history relating to equal pay, yielding insights into how labour law and policy have both addressed and evaded the objective of equal remuneration for work of equal value, concluding with a discussion of recent initiatives. This qualitative analysis illustrates how institutional contexts for wage-setting and value-laden equality strategies impact women’s experience of work in New Zealand.
Jane Parker; Noelle Donnelly. The revival and refashioning of gender pay equity in New Zealand. Journal of Industrial Relations 2020, 62, 560 -581.
AMA StyleJane Parker, Noelle Donnelly. The revival and refashioning of gender pay equity in New Zealand. Journal of Industrial Relations. 2020; 62 (4):560-581.
Chicago/Turabian StyleJane Parker; Noelle Donnelly. 2020. "The revival and refashioning of gender pay equity in New Zealand." Journal of Industrial Relations 62, no. 4: 560-581.
Il est généralement admis que la réglementation de l’emploi offre des mécanismes permettant de générer une croissance économique ordonnée et d’assurer la protection des travailleurs. Ces arguments d’efficacité et d’équité concernent particulièrement les contextes des pays en voie de développement. L’évolution et l’impact des lois du travail et des institutions des relations industrielles dans les grands pays de ce type intéressent de plus en plus les universitaires occidentaux, mais les petits pays ont été peu étudiés jusqu’à ce jour. Ce manque de recherche empêche de comprendre l’économie politique de la réglementation de l’emploi dans l’ensemble des pays en voie de développement. Cet article explore les évolutions de la réglementation du travail dans trois petits pays en voie de développement du Pacifique Sud — Nauru, Tonga et Papouasie-Nouvelle-Guinée —, pays qui ont été touché par la mondialisation et la réglementation internationale du travail de diverses manières. Cette recherche comparative adopte une méthodologie basée sur des entretiens qualitatifs et une analyse documentaire. Notre étude identifie un certain nombre de contraintes structurelles et bureaucratiques affectant le développement et la mise en oeuvre effective de systèmes de réglementation de l’emploi, des contraintes causées principalement par des facteurs politiques. Il s’agit notamment de relations de travail désorganisées, d’institutions de la société civile sous-développées, de concentration des réseaux de pouvoir, d’un manque de ressources et d’une compartimentation des institutions publiques, ainsi que d’un contexte plus large de changements politiques et d’instabilité. Ces facteurs, qui sont liés à la taille des pays et à leur stade de développement, sapent l’introduction, la mise en oeuvre et la révision de la réglementation de l’emploi, même lorsque les arguments d’efficacité et d’équité sont acceptés par les décideurs. L’article se termine par une discussion des implications de notre étude et la nécessité de mener de futures recherches.
James Arrowsmith; Jane Parker. The Political Economy of Employment Regulation in Small Developing Countries. Articles 2020, 75, 123 -152.
AMA StyleJames Arrowsmith, Jane Parker. The Political Economy of Employment Regulation in Small Developing Countries. Articles. 2020; 75 (1):123-152.
Chicago/Turabian StyleJames Arrowsmith; Jane Parker. 2020. "The Political Economy of Employment Regulation in Small Developing Countries." Articles 75, no. 1: 123-152.
Working poverty affects over half the world’s working population, yet we know remarkably little about the role of wages in transitioning toward sustainable livelihood. We develop and test a model whereby as pay approaches a living wage range, pay fairness becomes clearly associated with work–life balance; this in turn links to job satisfaction, which is a four-step process at the psychological level. We further extend this by testing a moderated mediated model, whereby income level is tested as a boundary condition. Using data from N = 873 New Zealand employees, we focus on relatively low-waged employees across three levels of income: up to $20,000, $20–40,000, and $40–60,000, with the last band straddling the New Zealand Living Wage. We find strong support for pay fairness predicting work–life balance and job satisfaction, with work–life balance mediating the relationship toward job satisfaction. In addition, we find direct effects from income to work–life balance, although not job satisfaction. Furthermore, two-way moderation is supported toward work–life balance and job satisfaction, with higher income employees reporting higher outcomes when fairness is high. The index of moderated mediation is also significantly supporting, indicating that work–life balance has a stronger mediation effect as income rises. Thus, as workers emerged from working poverty, pay fairness, and in turn work–life balance, became psychologically more salient for happiness at work, implying that a pathway to Sustainable Development Goal 8 includes at least three psychological steps, in addition to the pecuniary issue of pay: fairness, work–life balance, and job satisfaction.
Jarrod Haar; Stuart C. Carr; James Arrowsmith; Jane Parker; Darrin Hodgetts; Siautu Alefaio-Tugia. Escape from Working Poverty: Steps toward Sustainable Livelihood. Sustainability 2018, 10, 4144 .
AMA StyleJarrod Haar, Stuart C. Carr, James Arrowsmith, Jane Parker, Darrin Hodgetts, Siautu Alefaio-Tugia. Escape from Working Poverty: Steps toward Sustainable Livelihood. Sustainability. 2018; 10 (11):4144.
Chicago/Turabian StyleJarrod Haar; Stuart C. Carr; James Arrowsmith; Jane Parker; Darrin Hodgetts; Siautu Alefaio-Tugia. 2018. "Escape from Working Poverty: Steps toward Sustainable Livelihood." Sustainability 10, no. 11: 4144.
The purpose of this case study is to cater for readers who are interested in developing an in-depth understanding of psychology-oriented research studies and innovative methodologies. This case is therefore presented through a retrospective discussion of some of the most important lessons learned. The literature review revealed that there are three living wages theories: poverty trap (S-shaped) returns, linear returns, and logarithmic or diminishing returns. The hypotheses of the study were developed based on these theoretical frameworks. The research epistemology followed in this study is positivism. The data were collected at four sites in New Zealand and South Africa (i.e., Auckland, Cape Town, Christchurch, and Tshwane). The questionnaire developed in New Zealand was adapted to be uniform in these four cities, prior to data collection ...
Molefe J. Maleka; Robert Rugimbana; Stuart Carr; Ines Meyer; Jane Parker; Marie-Louise Barry. Reflections on a Study Conducted in New Zealand and South Africa to Ascertain the Extent to Which Living Wages Are a Panacea for a Quality Life for Low-Income Workers. Reflections on a Study Conducted in New Zealand and South Africa to Ascertain the Extent to Which Living Wages Are a Panacea for a Quality Life for Low-Income Workers 2018, 1 .
AMA StyleMolefe J. Maleka, Robert Rugimbana, Stuart Carr, Ines Meyer, Jane Parker, Marie-Louise Barry. Reflections on a Study Conducted in New Zealand and South Africa to Ascertain the Extent to Which Living Wages Are a Panacea for a Quality Life for Low-Income Workers. Reflections on a Study Conducted in New Zealand and South Africa to Ascertain the Extent to Which Living Wages Are a Panacea for a Quality Life for Low-Income Workers. 2018; ():1.
Chicago/Turabian StyleMolefe J. Maleka; Robert Rugimbana; Stuart Carr; Ines Meyer; Jane Parker; Marie-Louise Barry. 2018. "Reflections on a Study Conducted in New Zealand and South Africa to Ascertain the Extent to Which Living Wages Are a Panacea for a Quality Life for Low-Income Workers." Reflections on a Study Conducted in New Zealand and South Africa to Ascertain the Extent to Which Living Wages Are a Panacea for a Quality Life for Low-Income Workers , no. : 1.
Purpose A “living” wage (LW) is conventionally defined as enabling meaningful participation in society above subsistence through, for example, recreation, supporting a family, and savings. There is increasing debate over LWs due to growing inequality, rising living costs and welfare reform but this remains largely framed by the econometric cost-benefit parameters that apply to minimum wage regulation. The capabilities approach advocated by Sen (1999) offers a different perspective that is inclusive of choice, contingencies and the inter-connections between quality of (paid) work and private life. The paper aims to discuss these issues. Design/methodology/approach The paper adopts this framework and utilises a qualitative exploration of the narratives of 606 New Zealand employees to understand perceived wage effectiveness. The results suggest that a focus on a specific LW rate might be conceptually limiting, in comparison to a LW range. Findings First, the findings indicate that there is a pivot range in which people move from self-assessed “survival” to “decent” income. Second, a LW may have more than a simply monetary effect in better meeting employees’ living costs; it can also improve well-being through subjective perceptions of valued freedoms to do with job satisfaction, equity and security. Originality/value The results thus draw attention to a wider notion of a LW in terms of personal and family well-being, utilising a capabilities approach, with implications for organisational practice, policy and theory concerning sustainable livelihood and the UN Sustainable Development Goals.
Christian Yao; Jane Parker; James Arrowsmith; Stuart C. Carr. The living wage as an income range for decent work and life. Employee Relations: The International Journal 2017, 39, 875 -887.
AMA StyleChristian Yao, Jane Parker, James Arrowsmith, Stuart C. Carr. The living wage as an income range for decent work and life. Employee Relations: The International Journal. 2017; 39 (6):875-887.
Chicago/Turabian StyleChristian Yao; Jane Parker; James Arrowsmith; Stuart C. Carr. 2017. "The living wage as an income range for decent work and life." Employee Relations: The International Journal 39, no. 6: 875-887.
Peter Prowse; Ray Fells; James Arrowsmith; Jane Parker; Ana Lopes. Low pay and the living wage: an international perspective. Employee Relations: The International Journal 2017, 39, 778 -784.
AMA StylePeter Prowse, Ray Fells, James Arrowsmith, Jane Parker, Ana Lopes. Low pay and the living wage: an international perspective. Employee Relations: The International Journal. 2017; 39 (6):778-784.
Chicago/Turabian StylePeter Prowse; Ray Fells; James Arrowsmith; Jane Parker; Ana Lopes. 2017. "Low pay and the living wage: an international perspective." Employee Relations: The International Journal 39, no. 6: 778-784.
Jane Parker. Living wages around the world: manual for measurement, by R. Anker and M. Anker, Cheltenham, UK, Edward Elgar Publishing, 2017, 379 pp., £29.95 (paperback), ISBN: 978 1 78943 147 9. Labour & Industry: a journal of the social and economic relations of work 2017, 27, 154 -156.
AMA StyleJane Parker. Living wages around the world: manual for measurement, by R. Anker and M. Anker, Cheltenham, UK, Edward Elgar Publishing, 2017, 379 pp., £29.95 (paperback), ISBN: 978 1 78943 147 9. Labour & Industry: a journal of the social and economic relations of work. 2017; 27 (2):154-156.
Chicago/Turabian StyleJane Parker. 2017. "Living wages around the world: manual for measurement, by R. Anker and M. Anker, Cheltenham, UK, Edward Elgar Publishing, 2017, 379 pp., £29.95 (paperback), ISBN: 978 1 78943 147 9." Labour & Industry: a journal of the social and economic relations of work 27, no. 2: 154-156.
Stuart C. Carr; Jane Parker; James Arrowsmith; Jarrod Haar; Harvey Jones. Humanistic Management and Living Wages: a Case of Compelling Connections? Humanistic Management Journal 2017, 1, 215 -236.
AMA StyleStuart C. Carr, Jane Parker, James Arrowsmith, Jarrod Haar, Harvey Jones. Humanistic Management and Living Wages: a Case of Compelling Connections? Humanistic Management Journal. 2017; 1 (2):215-236.
Chicago/Turabian StyleStuart C. Carr; Jane Parker; James Arrowsmith; Jarrod Haar; Harvey Jones. 2017. "Humanistic Management and Living Wages: a Case of Compelling Connections?" Humanistic Management Journal 1, no. 2: 215-236.
Diversity management (DM) values differences between groups and individuals at work. Research indicates that poorly executed DM can lead to workplace misunderstandings and subvert team working; well-executed, DM can strengthen organisational innovation, customer focus, retention and working relationships, with positive cost, revenue and productivity implications. Little is known about DM or its treatment via human resource management (HRM) in New Zealand (NZ) workplaces, partly reflecting the absence of regular, in-depth inquiry. In this small, service-orientated economy, we draw on a unique, independent survey to explore DM concepts; the perceived nature and evaluation of workplace DM initiatives; and DM challenges and priorities for organisations and employees. Thematic and simple statistical analyses reveal that DM engenders strong views in the workplace but is complex in its practice and perceived impacts in this and wider settings. This has significant implications for HRM thinking and application, including the development of an empirically-based model of employer proclivity to manage diversity. With employee diversity in NZ set to amplify, it also highlights the need for subsequent nationally-representative research.
Jane Parker; James Arrowsmith; Jarrod Haar. Diversity management in New Zealand: towards an empirically based model of employer propensity to manage diversity. Labour & Industry: a journal of the social and economic relations of work 2017, 1, 1 -22.
AMA StyleJane Parker, James Arrowsmith, Jarrod Haar. Diversity management in New Zealand: towards an empirically based model of employer propensity to manage diversity. Labour & Industry: a journal of the social and economic relations of work. 2017; 1 (1):1-22.
Chicago/Turabian StyleJane Parker; James Arrowsmith; Jarrod Haar. 2017. "Diversity management in New Zealand: towards an empirically based model of employer propensity to manage diversity." Labour & Industry: a journal of the social and economic relations of work 1, no. 1: 1-22.
RésuméTout salaire vital doit assurer, au-delà de la simple subsistance, une certaine qualité de vie, y compris au travail, et une participation véritable à la sphère sociale et organisationnelle, soit la jouissance de potentialités ou «capacités». Toutefois, les liens entre revenu et capacités sont encore mal connus, et les salaires vitaux souvent fixés arbitrairement. En empruntant à la psychologie, aux théories du développement ou encore à la réflexion sur la gestion d'entreprise et les relations professionnelles, les auteurs proposent un outil d'analyse universel mais axé sur le contexte et formulent plusieurs propositions appelées à servir de base aux travaux empiriques nécessaires pour vérifier sa validité.
Stuart C. Carr; Jane Parker; James Arrowsmith; Paul A. Watters. Le salaire vital: synthèse théorique et pistes pour la recherche appliquée. Revue internationale du Travail 2016, 155, 1 -27.
AMA StyleStuart C. Carr, Jane Parker, James Arrowsmith, Paul A. Watters. Le salaire vital: synthèse théorique et pistes pour la recherche appliquée. Revue internationale du Travail. 2016; 155 (1):1-27.
Chicago/Turabian StyleStuart C. Carr; Jane Parker; James Arrowsmith; Paul A. Watters. 2016. "Le salaire vital: synthèse théorique et pistes pour la recherche appliquée." Revue internationale du Travail 155, no. 1: 1-27.
ResumenEl concepto de salario vital se define por la calidad de vida y de vida laboral, no por la mera subsistencia económica. Implica asimismo verdadera participación social y organizational. En economías en desarrollo, estas claves del «trabajo decente» guardan relación con «las capacidades», que son importantes para los individuos, las organizaciones y la sociedad. Con todo, la relación entre ingresos y capacidades sigue siendo desconocida, y los salarios vitales suelen imponerse por decreto. Los autores elaboran un modelo concéntrico de contingencia integrando las teorías de los estudios de desarrollo, gestión, psicología y relaciones laborales, y formulan proposiciones para ponerlo a prueba empíricamente.
Stuart C. Carr; Jane Parker; James Arrowsmith; Paul A. Watters. Marco teórico para un plan de investigación aplicado al salario vital. Revista Internacional del Trabajo 2016, 135, 1 -28.
AMA StyleStuart C. Carr, Jane Parker, James Arrowsmith, Paul A. Watters. Marco teórico para un plan de investigación aplicado al salario vital. Revista Internacional del Trabajo. 2016; 135 (1):1-28.
Chicago/Turabian StyleStuart C. Carr; Jane Parker; James Arrowsmith; Paul A. Watters. 2016. "Marco teórico para un plan de investigación aplicado al salario vital." Revista Internacional del Trabajo 135, no. 1: 1-28.
Jane Parker; James Arrowsmith; Ray Fells; Peter Prowse. The living wage: concepts, contexts and future concerns. Labour & Industry: a journal of the social and economic relations of work 2016, 26, 1 -7.
AMA StyleJane Parker, James Arrowsmith, Ray Fells, Peter Prowse. The living wage: concepts, contexts and future concerns. Labour & Industry: a journal of the social and economic relations of work. 2016; 26 (1):1-7.
Chicago/Turabian StyleJane Parker; James Arrowsmith; Ray Fells; Peter Prowse. 2016. "The living wage: concepts, contexts and future concerns." Labour & Industry: a journal of the social and economic relations of work 26, no. 1: 1-7.
Summary In many nations, women’s labour market presence is significant though it tends to lag that of men on most indices, including pay and seniority. The ramifications of such are huge for women’s experience of employment, their circumstances in other spheres, and thus societal progress. Employment relations (ER) regulation seeks to structure equitable access to and progress within the labour market. However, despite on-going, work-related gender inequities, there is a relative dearth of cross-national (particularly South Pacific), gender-focused analyses. This constrains the development of theory and policy geared towards gender equality in the labour market. This paper thus compares how recent collective ER regulatory initiatives have been applied in New Zealand (NZ) and Fiji, amid shared and unique national and international conditions. Martin and Bamber’s (2004, 2005) ER system model frames an analysis of qualitative survey responses and documentary evidence to more particularly assess the meaning of ER regulation for working women. It emerges that the achievement of gender equality via regulatory instruments has proven elusive, particularly in Fiji. A withering of formal employment regulation and its decentralisation in NZ; weakly implemented regulation in Fiji’s politically tumultuous setting; and the space left by a shift away from collective bargaining in both contexts has not been replaced by social dialogue, fundamental social rights, and in Fiji, regulatory enforcement. This has contributed to deteriorating circumstances for some working women in NZ and comparatively more in Fiji. However, informants showed a preference for certain regulatory measures for improving working women’s situation, concurring that stronger formal regulation of ER, tripartism and effective enforcement are needed in both nations, and that particular issues for working women require tailored responses. The paper discusses how ER regulatory measures might be theorised in terms of improving working women’s context-bound circumstances in Fiji and NZ, and with regard to the infusion of gender-related and socio-cultural values in wider economic and political approaches. It also examines how regulatory initiatives might operate and impact in a more gender-sensitive way by being re-couched in ‘win-win’, inter-connected terms for different ER stakeholders. For Fiji, much hope also rests on its return to democratic rule, and for both countries, on strengthened union activity.
Jane Parker; James Arrowsmith. Collective Regulation and Working Women in New Zealand and Fiji. Relations industrielles 2014, 69, 388 -416.
AMA StyleJane Parker, James Arrowsmith. Collective Regulation and Working Women in New Zealand and Fiji. Relations industrielles. 2014; 69 (2):388-416.
Chicago/Turabian StyleJane Parker; James Arrowsmith. 2014. "Collective Regulation and Working Women in New Zealand and Fiji." Relations industrielles 69, no. 2: 388-416.
Women’s labour force participation in New Zealand is one of the highest in the developed world. Yet women remain over-represented and segregated within certain sectors and occupations, with implications for the gender pay gap and their location in vulnerable employment. This article examines the nature and impacts of recent collective regulatory forms of particular relevance to working women. Drawing on interview and documentary evidence, it finds that formal employment relations regulation has ‘thinned’ and, all things being equal, looks unlikely to significantly ameliorate women’s work and wider circumstances. The article evaluates how collective regulation might be reconceptualized and extended to this broad end.
Jane Parker; Maritino Nemani; James Arrowsmith; Sanjay Bhowmick. Contemporary Collective Regulation and Working Women in New Zealand. Journal of Industrial Relations 2012, 54, 221 -237.
AMA StyleJane Parker, Maritino Nemani, James Arrowsmith, Sanjay Bhowmick. Contemporary Collective Regulation and Working Women in New Zealand. Journal of Industrial Relations. 2012; 54 (2):221-237.
Chicago/Turabian StyleJane Parker; Maritino Nemani; James Arrowsmith; Sanjay Bhowmick. 2012. "Contemporary Collective Regulation and Working Women in New Zealand." Journal of Industrial Relations 54, no. 2: 221-237.
Trade unions around the developed world face common challenges in terms of declining membership and influence, and ‘conventional’ union revival strategies have yielded limited success. A relatively recent innovation has been the embrace of ‘social movement unionism’ (SMU), which challenges traditional workplace conceptions of trade union roles via alliances with campaigning civil society organisations. This empirical study examines how SMU is conceived and applied in a small country context, focusing on the role of the New Zealand Council of Trade Unions. The findings suggest that SMU can appeal to trade union associations in smaller national (or regional) settings owing to a combination of institutional and size effects which concentrate networks. This has implications for unions and union federations interested in advancing both workplace and wider social justice concerns.
Jane Parker. Reaching out for strength within? ‘Social movement unionism’ in a small country setting. Industrial Relations Journal 2011, 42, 392 -403.
AMA StyleJane Parker. Reaching out for strength within? ‘Social movement unionism’ in a small country setting. Industrial Relations Journal. 2011; 42 (4):392-403.
Chicago/Turabian StyleJane Parker. 2011. "Reaching out for strength within? ‘Social movement unionism’ in a small country setting." Industrial Relations Journal 42, no. 4: 392-403.