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AWIRSAustralian Workplace Industrial Relations Survey
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Study of the removal of obstacles to migration with a view to establishing the free movement of fish and improving the hydroromorphological quality on the awirs creek, A first-class watercourse in the walloon region
The AWIRS collected data so that the patterns in industrial relations could be summarized and differing equity and efficiency outcomes at the workplace level could be analyzed.
Aside from the ABS and AWIRS data, other sources on the incidence of ESO schemes in Australia include surveys conducted by private firms, such as Mercer Human Resource Consulting, KPMG and TNS Social Research (for the ESODU).
Although the AWIRS survey collected information on the number of dependent children in specified age groups, information on the number of dependent children was not available in WERS.
A principal components analysis was conducted on six variables of workplace performance measured in the AWIRS study, namely:
Deery and Walsh's (1999) analysis of AWIRS 95 data found that Australian employers with a majority of their non-managerial workforce on individual contracts did not invest in elaborate communication and involvement mechanisms.
The 1995 AWIRS survey found that some 50% of workers indicated increased stress in the workplace, while some 59% indicated increased effort, and 28% of workers ranked highly on an index of work intensification over the previous 12 months (Moorehead et al.
2005) used the 2002 HILDA data and AWIRS (8) to examine labour hire workers.
VandenHeuvel and Wooden (1999) also point out that the three factors noted above are also predominant when the AWIRS 1995 (Moorehead et al, 1997) data is analysed, particularly where casual employees receive less employer provided training than permanent employees.
Most of these, however, were either studies conducted in the very early 1990s or studies based on 1995 AWIRS (Australian Workplace Industrial Relations Survey) data.
In the final chapter in this first section, Deery and Walsh use the 1995 AWIRS data to compare employment practices in individualised and collectivised workplaces.
The argument about workplace activism draws upon AWIRS data (Callus et al.