‘Quality’ part-time work in Australian organizations: implications for HRD

Abstract

Part-time work is an international phenomenon. Many western countries show similar patterns to Australia, with a significant increase in part-time work in the last twenty to twenty-five years. In Australia, part-time work has developed some unique features, particularly as it often involves lower wages and poor conditions. Part-time employees in Australia are often excluded from human resource development (HRD) activities such as training and career tracks provided to full-time workers. The experience of particular Australian organizations illustrates possible avenues for quality part-time work. This paper examines practical examples of quality part-time work in eight Australian organizations across five industries (nursing, hospitality, retail, local government and the legal profession). Using case study research, the paper discusses the dimensions of quality part-time work in different industry and occupational contexts from an HRD perspective.

Factors affecting the receivables turnover

“…V jiných zemích, mohou být tyto limity odlišné. Například na Novém Zélandu je práce na částečný úvazek definována jako zaměstnání, kdy zaměstnanec pracuje méně než 30 hodin týdně, rovněž v Kanadě nebo Spojeném království se 30 hodin se obvykle využívá jako hraniční bod pro určení, zda se jedná o úvazek plný, nebo částečný (Bardoel, Morgan, Santos, 2007;Fagan 2014). …”

A review of work--life research in Australia and New Zealand

“…Recent research and practical interest in work-life in Australia and New Zealand has been driven by factors such as the increase in workforce participation of women, changes in household forms, the increase of jobs in the service sector, work intensity (longer working hours), growth in part-time work and alternative work arrangements, and ageing of the population (Bardoel, Morgan and Santos 2007;Burgess and Connell 2005;Forsyth and Polzer-Debruyne 2007;Haar 2004;Pocock 2005).…”

The ability of work—life balance policies to influence key social/organisational issues

“…Warren (2004) for example, identified that UK female part-time employees were more likely to be financially insecure, less satisfied with their work-life balance, and have a higher intention to turnover, compared to their full-time colleagues. Some employers of course, recognize the disadvantages commonly associated with part-time employment and are seeking to improve the quality of this employment option (e.g., Bardoel, Morgan, and Santos 2007). Without such measures, it is likely that the growth of these temporary forms of employment, will increase rather than decrease levels of work-life imbalance and ultimately reduce the labour force participation.…”