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Examines the history of the Commission on Industrial Relations (CIR) 1969‐74 ‐ its origins, organization and policies ‐ and then evaluates its contribution as an agent of reform in the context of the perceived problems of the 1960s and 1970s. Considers whether there are any lessons to be learnt for the future given the possibility of a Labour Government, developments in Europe and the 1995 TUC policy document Your Voice at Work. Despite the drastic changes in industrial relations and in the economic, political and social environment, the answer is in the affirmative. In particular, the importance of a new third‐party agency having an independent governing body like the CIR and not a representative body like the Advisory, Conciliation and Arbitration Service (ACAS); in its workflow not being controlled by government; and in its decisions on recognition being legally enforceable.

This paper examines a number of propositions put forward in the literature concerning the closed shop or compulsory unionism, and examines the level of agreement amongst 280 Western Australian managers. The research shows a generally strong anti‐closed shop sentiment with a tendency to reject propositions which imply that the closed shop can be beneficial to management, and acceptance of propositions which imply the closed shop merely benefits unions or is in itself undesirable.

July 26, 1972 Industrial Relations — Unregistered trade union — Shop stewards — “Blacking” container lorries — Court orders on union to stop such action — Union advice to obey court orders unheeded — Whether implied authority from union for conduct of shop stewards as its agents — Whether agents' conduct outside scope of authority — Whether union guilty of wilful contempt of court — Whether union liable for unfair industrial practices — Industrial Relations Act, 1971 (c.72), ss. 99(1) (a), (b), 101,116,154,167(1), (9).

Warren S. Stone, President of the Brotherhood of Locomotive Engineers, when asked, at the height of the anti‐union open shop movement of the 1920s, what labor thought of the churches, said “…labour does not think very much of Iabor.”

This paper aims to review the concept of clustering and to examine both mature and newly evolved natural ethnic entrepreneurial business clusters in Melbourne, Australia.

Phenomenological methodology was employed in this research. This qualitative research technique examines life experiences in an effort to understand and give them meaning. This method is seen to be appropriate as the study is investigative and explores the historical development, maintenance and growth of ethnic entrepreneurship clusters.

Box Hill has evolved into a second Chinatown in Melbourne through natural ethnic entrepreneurial business cluster. The key features of these entrepreneurs are high educational and professional competence; focus on hard work and persistence; independence and sense of freedom as the key driving force; maintaining cultural linkage with countries of origin; almost no assistance from government agencies; succession or exit is not a major issue; and strong belief in providing employment and making a contribution to society.

The ethnic Chinese entrepreneurs in Box Hill as well as in CBD Melbourne's Chinatown and the Chinese community at large realize that they needed to be socially participative and politically active. Through active participation in local politics, the ethnic community members are able to improve and provide more services and facilities to the community. As a result, the cluster becomes bigger and serves better the social needs of the community members, ethnic as well as non‐ethnic group members.

There is a paucity of literature on ethnic entrepreneurial business clusters that seem to be a growing feature of many cities such as Melbourne, Sydney, Vancouver, Los Angeles and other cities in the western hemisphere. This paper investigates this phenomenon in Melbourne.

Industrial Relations — Unfair industrial practice — Complainant — Complainant's resignation from union — Threats of industrial action by union against employers — Whether complainant had right to work — Nature of right — Industrial Relations Act, 1971 (c 72), ss. 5, 33 (3), 96 (1).

This study aims to identify the effect of age identity on attitude to online sites, examine the impact of this attitude on e-loyalty and investigate the moderating effect of motivational orientation.

A survey was distributed to an online panel consisting of US-based adults older than 50 and usable data were collected from 284 participants, followed by an analysis using structural equation modeling.

Psychological and social age negatively influenced older adults’ attitude toward travel websites. Recreation-oriented motivation influenced the effect of online attitude on e-loyalty more strongly than did task-oriented motivation.

Unlike previous studies, the current study provided several managerial implications for e-marketers intending to attract older adults by adopting the multidimensional scale of age identity to predict older adults’ online attitude.

The topic of company unions – employee associations sponsored and organized by management – has generated strong feelings. For many years, conventional labor unions have been vehemently opposed to worker representation through company unions.¹ Conventional labor unions have viewed company unions as devices by management to forestall or thwart independent unionism (i.e. unions organized by workers).² According to this interpretation, a company union would give the appearance of providing employees with representation and induce workers to temper their demands for genuine collective bargaining. Thus, at their Annual Convention of 1919, the American Federation of Labor described company unions as “…a delusion and a snare, set up by the companies for the express purpose of deluding the workers into the belief that they have some protection and thus have no need for trade union organization: therefore be it Resolved, That we disapprove and condemn all such company unions and advise our membership to have nothing to do with them…” (Quoted in Douglas, 1919, p. 103).

Because of the intangible and inseparable characteristics of the bank services, every bank needs to locate these services and branches at locations which provide accessibility to the greatest numbers of both major categories of potential customers—private individuals and firms (i.e. corporate customers). This article presents the major channels of distribution for banking services and the four main types of quantitative techniques available for bank branch location decisions—economic, spatial, bivariate and multiple regression methods. The article indicates the leading bank distribution strategies—defensive, offensive and rationalisation strategies—and attempts to assess the impact of new technology developments—particularly of Electronic Fund Transfer Systems (EFTS) and Automatic Teller Machines (ATMs)—on the future of distribution of bank services and branch location.

The primary objective of this study is to attempt to answer the question, even with a limited sample of interviewees, if ethnic female entrepreneurs are behaving more as “female” or more as “ethnic” entrepreneurs.

This paper presents empirical data from a face‐to‐face interview type research conducted in the regions of Attica and Central Macedonia, Greece. The study involved conducting face‐to‐face interviews with 15 founders of ethnic minority businesses (EMBs), between May and June 2009.

The results suggest that ethnic female entrepreneurs may share some common characteristics with their ethnic male entrepreneurial colleagues but ethnic women's unique qualities, characteristics, motivations, background and business views distinguish them from their male ethnic counterparts bringing forth more their femininity rather than their ethnicity.

This paper presents the results of the first‐ever research on ethnic female entrepreneurs in Greece. It examines the influences and the factors that facilitate ethnic female entrepreneurs' decision to become self‐employed and their experiences of entrepreneurship. It discerns in which economic sectors they develop occupational niches and investigates how strong is family participation and support in their businesses. Last but not least this research brings forth the balance between domestic and business responsibilities and how much support from governmental initiatives, policies and training programs they receive.