The degree to which legislation on labour relations and other societal institutions creates value and mitigates harm is explored in this article through a framework designed to guide both the authoring and the analysis of objects of such legislation. Creating value and mitigating harm are typically explicit in the objects of public policy and implicit in adjudication, administration and adherence under public policies. Although conceptually distinct, creating value and mitigating harm can be both complementary and detrimental to each other. This article reviews various combinations of legislative objects over more than a century of Australian labour and employment relations policy. The objects examined include the prevention of industrial disputes, the introduction of a social minimum wage, the expansion of enterprise bargaining, expansion or curtailment of tribunal powers by government and other developments. Questions of ‘for whom?’ value is created or harm is mitigated are key. As an inductive study, the article concludes with hypotheses to guide future research, including implications that reach beyond Australia and employment legislation.

A growing number of Chinese firms motivate their employees through employee stock ownership plans (ESOPs). Using a sample of listed firms in China, this paper examines the impact of ESOPs on firms’ total factor productivity (TFP), as well as the mechanisms of ESOPs. The empirical results show that ESOPs have a positive impact on firm TFP. The mechanism tests convey that ESOPs increase firm TFP by promoting research and development (R&D) investment and mitigating agency costs. These results are robust after accounting for endogeneity and using alternative metrics of TFP. In addition, we find that the positive effect of ESOPs on firm TFP is more pronounced in non-state-owned firms and firms with a less severe free-riding problem. Furthermore, the effect on firm TFP is positively associated with the subscription proportion of non-executive employees in ESOPs. Overall, the results of this study underscore the important role of employee ownership in firms’ productivity improvement.

This paper investigates policy responses to the Great Recession in Sweden, the United Kingdom and Germany. Faced with the global financial crisis in 2007, responses in the respective countries differed considerably and followed the “old” paths of their institutional legacies. We focus on labour market and social welfare policies and demonstrate how these differing responses were shaped by path-dependent ideational paradigms. Since these paradigms are first and foremost carried by policy communities, the analysis does not, in contrast to prior studies, only rely on policy documents but outlines the process as seen from the perspective of key public officials and experts in the respective fields. The paper shows how the crisis was perceived and which kinds of arguments were used for explaining the liberal (UK), conservative (Germany) and social–democratic (Sweden) responses to crisis.

What leads states to adopt more restrictive labour policies? The conventional wisdom is that unified Republican states, with help from conservative political networks, are more likely to adopt restrictions on labour unions. We argue that party control of government matters but is constrained by voter preferences and the power of organised labour. We create new estimates of state-level public support for unions by income thirds using dynamic multilevel regression and poststratification. Using this measure, we predict the adoption of restrictive labour policies, such as right-to-work and minimum wage preemption laws. We find that Republican governments are less likely to adopt restrictive policies when unions are strong and when union support among middle- and low-income earners is high. Interestingly, these results run contrary to much of the literature on the unequal representation of the wealthy in public policy.

This article reviews critical literature on sex trafficking policy through a cultural studies lens. It argues that the conflation of ‘trafficking’ and prostitution that pervades anti-trafficking policy makes trafficking victims out of sex workers. On another register, anti-trafficking policy creates ‘victims’ through curtailments on mobility and work eligibility that make workers more dependent on third party managers and less able to secure assistance when these parties abuse the power that the state has effectively granted them. The article calls upon policy makers to undertake the policy making process with sex workers’ continued experiences of the state as a primary source of violence and exploitation in view.

A common suggestion in the disability management research literature is that consultative relationships between disability manager specialists and key union personnel can significantly enhance disability management services provided in unionised workplaces. However, the findings of previous knowledge validation studies have indicated that a sizeable proportion of disability managers believe they are under-prepared to provide services in unionised environments. Plausibly, these findings could reflect the dearth of existing outcome studies that expressly describe characteristics associated with the successful provision of disability management services in unionised workplaces. As a first step towards addressing the aforementioned gap in the disability management research literature, the current study reports the results of a Delphi procedure designed to provide information regarding possible factors that impact disability management services provided in unionised workplaces. The goal of the study was to develop a preliminary survey that could be used in subsequent research studies that address disability management best practises. Four thematically classified domains were identified that included: (a) disability managers' and disability management client characteristics, (b) rate of union representatives' participation in disability management services, (c) disability management service characteristics in unionised environments, and (d) disability managers' attitudes regarding working with labour union representatives. Implications of the findings are discussed in terms of rehabilitation counsellor education and development of empirically based disability management practice strategies.