{"title":"回顾与展望","authors":"F. Young","doi":"10.26686/NZJIR.V1I1.4825","DOIUrl":null,"url":null,"abstract":"At the moment, the New Zealand system of industrial relations is in transition. For almost eight decades was dominated by the Industrial Conciliation and Arbitration Act (1894). With the passage of the Industrial Relations Act (1973) at the behest of the social partners , a significant shift in underlying philosophy has occurred. The full ramifications of this change have yet to develop. They have certainly not yet been grasped by the wider community and even by some within the ranks of the social partners.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"36 23","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"1976-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Retrospect and Prospect\",\"authors\":\"F. Young\",\"doi\":\"10.26686/NZJIR.V1I1.4825\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"At the moment, the New Zealand system of industrial relations is in transition. For almost eight decades was dominated by the Industrial Conciliation and Arbitration Act (1894). With the passage of the Industrial Relations Act (1973) at the behest of the social partners , a significant shift in underlying philosophy has occurred. The full ramifications of this change have yet to develop. They have certainly not yet been grasped by the wider community and even by some within the ranks of the social partners.\",\"PeriodicalId\":365392,\"journal\":{\"name\":\"New Zealand journal of industrial relations\",\"volume\":\"36 23\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"1976-05-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"New Zealand journal of industrial relations\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.26686/NZJIR.V1I1.4825\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"New Zealand journal of industrial relations","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.26686/NZJIR.V1I1.4825","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
At the moment, the New Zealand system of industrial relations is in transition. For almost eight decades was dominated by the Industrial Conciliation and Arbitration Act (1894). With the passage of the Industrial Relations Act (1973) at the behest of the social partners , a significant shift in underlying philosophy has occurred. The full ramifications of this change have yet to develop. They have certainly not yet been grasped by the wider community and even by some within the ranks of the social partners.
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