Labour Mobility in the Australian Regions*

Kilpatrick, Sue; Felmingham, Bruce

doi:10.1111/j.1475-4932.1996.tb00954.x

Cited by 9 publications

(8 citation statements)

References 13 publications

(6 reference statements)

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“…It has been found to be positively associated with employees' turnover intentions (Tsui et al, 1997;Darden et al, 1987) and actual turnover (Hom and Griffeth, 1995;Kilpatrick and Felmingham, 1996). Moreover, it is also reported to be positively related to job satisfaction and organizational commitment (Igbaria and Greenhaus, 1992;Zeffrane, 1994).…”

Section: Research Hypothesesmentioning

confidence: 91%

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Koh¹,

Yer²

2000

The International Journal of Human Resource Management

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Following the framework proposed by Tsui et al. (1997), this research paper examines the impact of the employee-organization relationship on temporary employees' job performance, turnover intention, overall job satisfaction, affective commitment, perception of fairness and perception of work options.Data were collected from 191 temporary employees from seven employment agencies in Singapore. Analyses conducted revealed that employee responses do vary under the four types of relationship (quasi-spot contract, under-investment, mutual investment and over-investment). In general, both mutual investment and over-investment relationships were associated with higher levels of performance and more favourable attitudes than either the under-investment or quasi-spot contract.Speci cally, temporary employees under the mutual investment and over-investment relationships have better job performance, a higher level of affective commitment to the agency, improved overall job satisfaction, higher perception of fairness, higher perception of work options and lower turnover intentions. Furthermore, these nding were obtained even after controlling for the effects of company tenure and job level on employee performance and attitudes.The results highlight the importance of employee-organization relationships in eliciting the desired temporary employee outcomes. Practical implications were drawn for human resource practitioners and employment agencies on how best to manage temporary employees. Some limitations and suggestions for future research were discussed.

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Section: Research Hypothesesmentioning

confidence: 91%

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Koh¹,

Yer²

2000

The International Journal of Human Resource Management

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“…Debelle and Vickery (1999) also report evidence of permanent differences between State unemployment rates, which may reflect compensating lifestyle differentials. Kilpatrick and Felmingham (1996) also report a positive association between unemployment rates and worker mobility, though this varies appreciably across years, States and gender. In their study mobility is modelled as a function of the state of the labour market: as Kilpatrick and Felmingham (1996) note, there is a need to model unemployment rates in the different regions explicitly if the interest is in explaining inter-regional unemployment rate differentials.…”

Section: Location: Some Twists To the Talementioning

confidence: 95%

Australia's Unemployment Problem

Miller

2000

Economic Record

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A number of Australian studies have provided microeconomic and macroeconomic perspectives on the causes of, and solutions to, Australia's unemployment problem. This paper provides an evaluation of these studies. Several important findings can be noted. First, from the cross‐sectional studies economists have gained a good understanding of the factors contributing to a high probability of unemployment. Effective use is currently being made of this information. Second, there is general consensus from the time‐series studies regarding the estimates of the aggregate labour demand wage and output elasticities. In addition, it has been widely acknowledged that lower real wages and economic growth would help reduce the high rate of unemployment. Despite the information available we are making slow progress towards reducing the unemployment rate. This may be due to political reasons or because we are unsure of how to deliver the wage cuts and faster rates of economic growth presented as solutions to the unemployment problem.

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“…The implication of this analysis and that of Groenewold's is that long-run differentials in unemployment rates between states reflect compensating differentials (in terms of real wages or lifestyle factors). Kilpatrick and Felmingham (1996) examine the issue of inter-industry labour mobility in Australia. They find that mobility varies significantly across states, and for males is dependent on the state of the cycle, and the length of job tenure.…”

Section: Previous Studies Of Labour Marketmentioning

confidence: 99%

Labour Market Adjustment: Evidence on Interstate LabourMobility

Debelle

Vickery

1999

Australian Economic Review

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In this paper, we investigate the behaviour of the Australian state labour markets, focusing on the role of geographic labour mobility. We find that interstate migration does play an important role in reducing differences in labour market conditions between states, although permanent (or very persistent) differences between state unemployment rates remain. We also find that out-migration from a state resulting from a relative downturn in its labour market occurs slowly and steadily. Most of the migration takes place, on average, within four years, and the process of adjustment is complete after seven years.

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Labour Mobility in the Australian Regions*

Cited by 9 publications

References 13 publications

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Australia's Unemployment Problem

Labour Market Adjustment: Evidence on Interstate LabourMobility

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