This paper seeks to look at the underlying framework of the New Consensus models of macroeconomic policy for inflation and unemployment, providing a post-Keynesian critique. In the light of this critique, the model is reformulated, with its basic structure intact, but with alternate post-Keynesian specifications of the Phillips curve being considered. It is shown that such modifications, either allow a long run trade-off between the rate of inflation and the level of output, the rate of capacity utilisation and, therefore, unemployment, or, in our preferred specification, changes in output and capacity have no implications for inflation over a large range of capacity utilisation. In either case, macroeconomic policy is restored to its role in maintaining full employment.

Despite substantial endeavours of international institutions and governments around the world to promote decent work, recent years have witnessed resurgence of non-standard and precarious labour practices. This article scrutinises one of the most recently described types of non-standard work, which is known as quasi-formal or under-declared employment. Companies relying on this illegitimate strategy, which is particularly prevalent in Europe, deliberately misreport the take-home pay of their formally employed workers. Alongside the officially declared wage, a quasi-formal worker thus receives an additional cash-in-hand payment which remains untaxed. To explore why so many European Union workers accept quasi-formal jobs in spite of obvious limitations, we report the evidence from interviews with 616 workers who were surveyed within the Special Eurobarometer 284/Wave 67.3. A two-level cumulative logistic regression emphasises tax morale and the exact function of the cash-in-hand payment as the key factors in this respect. On the other hand, neither perceived detection risk nor expected penalties are found to affect the readiness of quasi-formal workers to keep obeying an illegitimate arrangement with their employer. These findings therefore endorse recent studies on the matter, which illuminate low trust in the state and fellow citizens as the main reason for many workers to voluntarily misreport their income.

Outsourcing is very much part of the neo-liberal agenda for the public sector. The rationale for transferring the provision of goods and services, traditionally the responsibility of governments to private enterprise lies in the perception of public sector inefficiency and the philosophy that reducing the role of government, is essential for the optimal performance of the economy. While the impact of outsourcing is not always easy to isolate given its coexistence with a variety of complementary neo-liberal strategies such as legislative attacks on trade unions, there is strong evidence to suggest that it has contributed significantly to the reduction of employment, wages and working conditions. This has occurred both as functions are transferred to the less regulated private sector and as those left in government employment are subjected to the impact of ongoing financial stringency in their struggle to compete with the private sector and hold on to their jobs.

Links between gender politics and leadership in trade unions and how these impact collective bargaining gender agendas are explored in this study of trade unionism in Brazil and South Africa. What the International Trade Union Confederation and others refer to as ‘unexplained’ gender pay gaps are discussed in relation to the absence of women in the collective bargaining process. This examination draws on research in both countries and concludes that gender leadership gaps and gender pay gaps are related.

The race to develop and implement autonomous systems and artificial intelligence has challenged the responsiveness of governments in many areas and none more so than in the domain of labour market policy. This article draws upon a large survey of Singaporean employees and managers (N = 332) conducted in 2019 to examine the extent and ways in which artificial intelligence and autonomous technologies have begun impacting workplaces in Singapore. Our conclusions reiterate the need for government intervention to facilitate broad-based participation in the productivity benefits of fourth industrial revolution technologies while also offering re-designed social safety nets and employment protections.

In October 1992 the federal coalition released Jobsback, a statement of its industrial relations policies. The article situates Jobsback in the context of the evolution of the coalition’s industrial relations policies since the Fraser years, outlines its major features, and provides a critique. Jobsback erects a new regulatory schema under a banner of deregulation. Three key elements are contained in Jobsback. They are tribunal avoidance and the use of the common law, legislatively imposed employment rules to ‘aid’ the transition from an award to a non-award system, and enterprise confinement. The article draws attention to the coalition’s views concerning industrial conflict, constitutional issues, transitional problems associated with establishing legislatively imposed workplace rules, minima in workplace agreements, the Office of the Employee Advocate, equality before the law and good faith bargaining.

This is an edited version of the 2015 Fay Gale Lecture soon after the author’s retirement as Director of the University of South Australia’s Centre for Work + Life. It begins with the author’s personal work reminiscences as a touchstone for reflecting on continuity and change in women’s working lives. A first job in sheep-shearing sheds illustrates the insecurity and hard physical and emotional labour associated with manual work. Despite strides in Australian women’s qualification levels, discrimination is being ‘refreshed and remade’. Examples include recent Australian reversals in paid parental leave policy and the role of sexual harassment in patrolling work boundaries. The institutional basis of unequal pay and inflexible work/family time allocation is demonstrated in the Productivity Commission’s 2015 Workplace Relations agenda. This recommends reduced Sunday penalty rates that will disproportionately affect feminised, low-paid retail and hospitality work and rejects any strengthening of parents’ statutory right to request flexible work arrangements. Three remedies are proposed – creative approaches to research, campaigning and political action.

This article examines the development and usage of e-government in Malaysia. The history of public administration reform in Malaysia demonstrates the government’s willingness to experiment with innovations seen as improving the efficiency, effectiveness and responsiveness of public services. Thus, e-government has been enthusiastically promoted by the Malaysian government and has spread across most government organisations at central and subnational levels. The article provides details of a range of services both within government and for society that are available in e-government modes. However, there are challenges to the development of e-government including adherence to traditional models of service delivery, resistance to organisational culture change by officials, preference for counter services by clients and constraints on the availability of information technology training. Mobile phones are now seen as a new way to encourage citizens to use e-government on a regular basis.

This article examines the impact of the neoliberal restructuring of health services on female nurses in Turkey. It provides a qualitative analysis of work–family conflict, establishing that not only work but also family life has become more precarious. The contours of precariousness of both work and family are analysed through interviews with 50 female nurses working full time in different areas of health service provision. The findings suggest that the neoliberal restructuring of health services has led to staffing deficits along with workload intensification, unpredictable work schedules and poor organisational support. This has increased work–family conflict, defined as a form of precariousness because it heightens the difficulties, risks and insecurities entailed in balancing family-related expectations with increasing work demands for female nurses. This precariousness makes spousal support critical if nurses are to be able to address work–family conflict and leads to nurses’ compliance with unfavourable working conditions as a way to resolve the mutual interference of family and work. The increased subordination of life to work has resulted from the neoliberal managerialisation of health services, creating precarisation in the lives of female nurses.

This article uses data from the Australian Workplace Industrial Relations Surveys conducted in 1989/90 and 1995 to examine the related questions of: (i) what are the characteristics of workers who accept casual employment; and (ii) what types of workplaces and firms are most likely to employ workers on a casual basis. The evidence presented suggests that while supply-side characteristics are not unimportant, demand-side factors appear to provide more likely explanations for changes in the overall level of casual employment.

The size of the deficit has little if any significance as an indicator of short-run macroeconomic policy. Government expenditure should be determined by longer term aspirations. Taxation (and other revenue measures) must be used, along with monetary policy, for short-term economic management, but whether revenue should be at a level that results in a deficit or not depends on many things including the composition of government expenditure and the state of the economy. At present, our economy requires a brake on total consumption expenditure and this may require a rise in taxation levels despite the high current level of unemployment. A high rate of capital accumulation is essential to change the structure of production and to increase output and productivity, but the brake on consumption must be eventually relaxed. Without an expectation of healthy consumption growth there will not be an ongoing high rate of accumulation in the private sector.

An impediment to Malaysia’s drive for knowledge economy status is thought to be a very high rate of labour mobility — overseas, to Singapore, and inter-firm — by knowledge workers, particularly engineers. While a strong external labour market may be a sign of economic dynamism, very high turnover rates may indicate a failure of the sort of organisational attachment among professionals that is needed to foster organisational learning. Moreover a ‘brain drain’ from the country of Malaysian-educated engineers remains an ongoing concern. Although this phenomenon is popularly attributed to the ‘job-hopping’ propensities of young Malaysians, it is argued here that firms, through their human resource management (HRM) practices, have an important role to play in encouraging stronger rates of knowledge worker retention. The article reports on research findings indicating varying levels of organisational commitment by a sample of Malaysian engineers. It examines possible links between high turnover and HRM approaches that afford employees few other forms of voice than exiting the firm. Evidence is provided that employee participation in decision-making, particularly relating to training and development, and the perceived fairness of performance appraisal practices, contribute to feelings of perceived organisational support (POS), and that this sense of support influences engineers’ commitment and thus turnover intentions.

On-going class action against America Online's use of ‘free labour’ has divided opinion about the management of ‘digital’ labour in the ‘new’ economy. Web-based systems of collaboration between and within firms and their customers, as well as customer engagement in product innovation, have underscored claims about the evaporation of traditional labour markets and labour processes as well as about (weakening) divisions between production and consumption. This has led to (exaggerated) debates about the contribution of ‘free’ or ‘immaterial’ labour to contemporary economies. This paper argues that while significant restructuring has changed traditional organisational forms, capital markets remain centralised and digital labour remains as regulated as other labour. As such, while labour cannot be fully commodified, digital labour is neither free or immaterial, because it is not the content of labour itself, but rather its relationship with capital that gives it ‘weight’ and value.

We use Canadian data over the period of 1991Q1 to 2019Q2 to examine the effect of higher minimum wages on consumption, measured as the real retail trade sales per adult population. Such an examination is rare in the extant literature and it is timely given the increasing debate concerning the stimulus versus inflationary effects arising from wage polices because of COVID-19 global pandemic. We apply the autoregressive distributed lag model to determine the causal relationship between these variables. We find one long-run cointegrating relationship that runs from the real minimum wage to the real retail trade sales. In addition, we find that a 1% increase in the minimum wage is associated with almost a 0.5% increase in real retail trade sales in the long run. While our findings rest on several statistical assumptions, there is strong evidence in support of the position that minimum wage strengthens aggregate consumer spending, and thereby the standard of living, economic growth and stability. This is a position that differs from the conclusions drawn from mainstream academic and policy debates on the economic usefulness and efficacy of minimum wage increases.

Managers may implement outsourcing for one or more of a range of reasons: to improve strategic focus, to achieve numerical or functional flexibility, to reduce costs or risk, to change their own roles, to change organisational culture or workplace power structure, and to intensify work effort. However, often there are associated costs, either unanticipated or unquantified. This paper provides evidence from two food processing companies to address the following questions: (1) Why do managers pursue outsourcing? and (2) Have managers anticipated and quantified the potential costs as well as the benefits of outsourcing? We conclude that while it seems clear that managers do begin with clear objectives for outsourcing and anticipate that benefits will flow, sometimes these objectives are not met, unexpected costs are incurred, or objectives change as new information is available or situations change. In other cases managers have been unable to objectively substantiate the outsourcing decision.

Over a three year period from July 1997 to July 2000, the Australian government introduced a series of policies designed to increase the proportion of the population with private health insurance. The combined effect of the policies was an increase in the population coverage from a low point of 30.1 percent to 45.7 percent. The motivation for these policies was to force more Australians to use the private sector for their hospital care and in so doing reduce the pressure on the public sector. We piece together fragmentary early data from various sources and various time periods. We find that the increase in activity in the private hospital sector and the reduction in public hospital waiting times has indeed occurred.

This article empirically investigates two propositions normally advanced to explain employment stagnation in the organised sector of the Indian labour market namely, rigid labour laws regulating the ‘hiring and firing’ of workers (along with factory closures) and militant trade union activity boosting workers’ bargaining power. It is claimed that labour laws arrest employment creation by making the labour adjustment process difficult. Additionally, it is claimed that workers’ increased bargaining power raises the effective cost of labour, hindering employment creation. This article critically examines both these claims. First, it questions whether labour laws can be held responsible as an explanation for employment stagnation in the organised sector as a whole, since a close reading of the Indian legislation reveals that labour laws apply in less than 35% of aggregate employment in the organised sector in India. Next, it investigates whether employment stagnation in those industry segments where labour laws apply – namely, organised manufacturing – is due to restrictions on ‘hiring and firing’. We find no evidence to support this hypothesis. Finally, it analyses the trend in workers’ bargaining power through various indicators, and finds such power to be unambiguously declining. Thus, the study finds no empirical support for the two conventional arguments put forward to explain employment stagnation in the organised sector of the Indian labour market.

Wage theft – the nonpayment of employees’ wages and benefits by employers – is a violation of national, state, and local labour standards, yet it is prevalent in the low-wage labour market of the United States. Building upon the recent increase in attention to the wage theft problem through advocacy, policy, and research efforts, we contextualise the problem within the country’s deregulated neoliberal labour market. We then propose a conceptual framework to demonstrate how the problem occurs when the price of labour standards violation is low due to lax enforcement, and there is a high price of compliance due to ambiguous and increasingly outdated labour standards. We further evaluate extant federal, state, and local policy initiatives designed to curb wage theft by modernising outdated labour standards and strengthening their enforcement. Finally, we propose future research agendas, such as examining the effects of fissured employment relationships and the enforcement efforts of state and local anti-wage theft laws, to guide the development of effective policy interventions.

Every year, there are over 200 traumatic deaths at work in Australia. A government safety inspector usually investigates each incident. The investigation may lead to prosecution of the employer or another party deemed to have breached relevant legislation. However, little systematic research has examined the needs and interests of grieving families in this process. Drawing on interviews with 48 representatives of institutions that deal with deaths at work (including regulators, unions, employers, police and coronial officers), this article examines how they view the problems and experiences of families. Notwithstanding some recent improvements, findings indicate ongoing shortcomings in meeting the needs of families regarding information provision, involvement and securing justice.