Employee direct participation in Britain and Australia: evidence from AWIRS95 and WERS98

B. Harley, Harvie Ramsay, Dora Scholarios

Research output: Contribution to journalArticle

Abstract

Assess the extent to which the various forms of employee direct participation are used in Australia and the UK, looking specifically at the use of employee attitude surveys, suggestion schemes, newsletters, problem-solving groups, regular meeting between employees and managers, employee briefings and teams/work groups. Uses data from the Australian Workplace Industrial Relations Survey 1995 and the UK Workplace Industrial Relations Survey 1998 to analyse the use of these forms of participation by workplace size, sector, age of firm, ownership, union density and production sector. Also analyses the link between workplace participation schemes and levels of employee autonomy. Finds that the practices are widespread in both countries, although with different patterns in their use. However, concludes there is little substantive association between participation schemes and employee autonomy.
LanguageEnglish
Pages42-54
Number of pages12
JournalAsia Pacific Journal of Human Resources
Volume38
Issue number2
DOIs
Publication statusPublished - 2000

Fingerprint

Employees
Participation
Work place
Autonomy
Industrial relations
Group problem solving
Managers
Attitude survey
Firm ownership
Employee attitudes
Team work
Work groups
Union density

Keywords

  • high performance work systems
  • employee direct participation
  • britain
  • australia
  • AWIRS95
  • WERS98

Cite this

@article{fa293b5e926142c79804cd1b0a9c5ea2,
title = "Employee direct participation in Britain and Australia: evidence from AWIRS95 and WERS98",
abstract = "Assess the extent to which the various forms of employee direct participation are used in Australia and the UK, looking specifically at the use of employee attitude surveys, suggestion schemes, newsletters, problem-solving groups, regular meeting between employees and managers, employee briefings and teams/work groups. Uses data from the Australian Workplace Industrial Relations Survey 1995 and the UK Workplace Industrial Relations Survey 1998 to analyse the use of these forms of participation by workplace size, sector, age of firm, ownership, union density and production sector. Also analyses the link between workplace participation schemes and levels of employee autonomy. Finds that the practices are widespread in both countries, although with different patterns in their use. However, concludes there is little substantive association between participation schemes and employee autonomy.",
keywords = "high performance work systems, employee direct participation , britain , australia, AWIRS95 , WERS98",
author = "B. Harley and Harvie Ramsay and Dora Scholarios",
year = "2000",
doi = "10.1177/103841110003800204",
language = "English",
volume = "38",
pages = "42--54",
journal = "Asia Pacific Journal of Human Resources",
issn = "1038-4111",
number = "2",

}

Employee direct participation in Britain and Australia : evidence from AWIRS95 and WERS98. / Harley, B.; Ramsay, Harvie; Scholarios, Dora.

In: Asia Pacific Journal of Human Resources, Vol. 38, No. 2, 2000, p. 42-54.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Employee direct participation in Britain and Australia

T2 - Asia Pacific Journal of Human Resources

AU - Harley, B.

AU - Ramsay, Harvie

AU - Scholarios, Dora

PY - 2000

Y1 - 2000

N2 - Assess the extent to which the various forms of employee direct participation are used in Australia and the UK, looking specifically at the use of employee attitude surveys, suggestion schemes, newsletters, problem-solving groups, regular meeting between employees and managers, employee briefings and teams/work groups. Uses data from the Australian Workplace Industrial Relations Survey 1995 and the UK Workplace Industrial Relations Survey 1998 to analyse the use of these forms of participation by workplace size, sector, age of firm, ownership, union density and production sector. Also analyses the link between workplace participation schemes and levels of employee autonomy. Finds that the practices are widespread in both countries, although with different patterns in their use. However, concludes there is little substantive association between participation schemes and employee autonomy.

AB - Assess the extent to which the various forms of employee direct participation are used in Australia and the UK, looking specifically at the use of employee attitude surveys, suggestion schemes, newsletters, problem-solving groups, regular meeting between employees and managers, employee briefings and teams/work groups. Uses data from the Australian Workplace Industrial Relations Survey 1995 and the UK Workplace Industrial Relations Survey 1998 to analyse the use of these forms of participation by workplace size, sector, age of firm, ownership, union density and production sector. Also analyses the link between workplace participation schemes and levels of employee autonomy. Finds that the practices are widespread in both countries, although with different patterns in their use. However, concludes there is little substantive association between participation schemes and employee autonomy.

KW - high performance work systems

KW - employee direct participation

KW - britain

KW - australia

KW - AWIRS95

KW - WERS98

U2 - 10.1177/103841110003800204

DO - 10.1177/103841110003800204

M3 - Article

VL - 38

SP - 42

EP - 54

JO - Asia Pacific Journal of Human Resources

JF - Asia Pacific Journal of Human Resources

SN - 1038-4111

IS - 2

ER -