During the 1990s employment relations systems in Central and Eastern Europe (CEE) experienced a complex, multilevel process of transformation. In this article, we discuss the transformation of employment relations systems under the impact of privatization, foreign direct investment, and pressures for the accession to the European Union enlargement at the enterprise, industry-, and national leve...

Facing a stochastic market wage, which is independent of their own hiring policy, employers offer contracts specifying fixed wage, revenue share and employment duration. In ongoing employment relations it depends on the treatment whether fixed wages can be only increased or also decreased. Will the uncertainty of the future market wage and less wage flexibility lead to temporary employment? And...

It has been argued that, given the more varied and less stable employment and the increasingly diversified workforce characteristic of the globalised, technologyled economy of the 21 century, there is need of a new theory of industrial relations (Kochan, 2000). This paper seeks to bring together discussion of new theories from a numb er of disciplines in order to explore the integrated nature o...

The relevance and continuing existence of industrial relations, as a field of academic study, is facing a number of challenges, particularly in English-speaking countries, as union membership declines, collective bargaining coverage shrinks and the number of strikes wanes each year. yet issues of employment and workplace relations remain significant to economic prosperity and social harmony, pa...

this study investigates the effect of women's employment on family and social relations in the city of aran & bidgol. the theoretical framework of research is role conflict theory. survey methods is used in this study and the statistical population included all women working in the city of aran & bidgol. using cochran's formula and simple random sampling, 250 married women were select...

Job burnout is a perennial issue for workers, but the most popular way to measure it has become widely critiqued. We utilise newest construct – Burnout Assessment Tool (BAT) and provide New Zealand’s first data on managers. Importantly, BAT provides cut-off score representing severe (being burnt-out). Using from 840 Zealand managers, support found, 11.3 per cent of managers meeting burnt-out th...