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Studies on transfer of training generally focus on training input factors such as trainee characteristics, training design and work environment. The Learning Transfer System Inventory (LTSI) conceptual model developed by Holton, Bates and Ruona (2000) is a more comprehensive model that accounts for the impact of primary intervening variables such as motivation, environment, ability and secondary influence factors such as performance self-efficacy and learner readiness. Nevertheless this model does not consider the influence of knowledge sharing on transfer of training. We argue that knowledge sharing could play a key role in understanding transfer of training. We base this hypothesis on the principles of the theory of planned behaviour (TPB), which predicts trainees' behavioural intentions and actual behaviour of sharing the learned knowledge, skills and attitudes in the workplace. Consequently, this paper proposes a research strategy to test the importance of knowledge sharing as a factor in predicting transfer of training by combining the LTSI and TPB.

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This exploratory paper considers as a starting point some of the economic theories which currently speak to industrial relations and briefly examines privatisation-type changes occurring in the public services in order to identify the industrial relations implications from these changes and endeavours to answer the question: is there a distinctive pattern of industrial relations associated with privatisation? Show less

While industrial relations events of 1999 defy neat categorisation, an underlying theme was the continuing articulation of a decentralised system. This was evident in the continuing growth of non-standard employment, the proliferation of agreements and the changing role of the Australian Industrial Relations Commission (AIRC). A feature of its emerging role has been literal adherence to the provisions of the Workplace Relations Act (WRA). At the same time the Employment Advocate embarked on a high profile campaign to publicise the freedom of association provisions of the WRA, though few complaints ended in the courts. This is not to say that the employers and union did not utilise the freedom of associations provisions. Duress and discrimination in connection with the making of agreements are emerging as fertile fields for litigation. The union response to an unfavourable environment was not confined to court actions and included a new Australian Council of Trade Unions (ACTU) strategy, Unions @ Work, and novel industrial campaigns in the metals and building industries. By the end of 1999, the federal government's 'second wave had been defeated, though, as we have argued, this bill contained important proposals which are likely to be revisited in 2000. We conclude that the main themes emerging from 1999 are increasing legalism, increasing government intervention into workplace relations, and individualisation of the employment relationship.

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Why isn't working part-time the solution for employers wishing to retain high potential female employees who, in turn, seek to maintain their careers whilst balancing family and work responsibilities? This paper canvasses the issues surrounding women working part-time in professional and managerial positions, as a means of reconciling their work and family life while attempting to progress their careers. The paper represents the first stage in a research project investigating how employers retain these high potential employees through flexible work practices. The paper commences with an overview of the penetration of part time professional and managerial women into the Australian workforce before moving to discuss the continuing issues which vex their career development, including: the lack of employer provided training; a perception of part-timers' lack of commitment to the job; the marginalisation of their roles and their treatment by co-workers. The paper concludes that the issues facing part-time professional and managerial women in 2007 persist despite the abundance of earlier international research on the issue.

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