Dr Josh Healy
Senior Lecturer
Newcastle Business School
- Email:josh.healy@newcastle.edu.au
- Phone:(02) 4913 8507
Career Summary
Biography
I study labour and employment relations, with a focus on developments shaping the future of work. This includes recent research and engagement in policy debates about technological disruption, automation, the gig economy, workforce ageing, and progress toward the establishment of a sustainable 'living wage'.
My contributions include highly-cited articles, commissioned reports for governments, editorial roles, classroom teaching, media work, and events. My recent research is published in leading international journals, such as New Technology, Work and Employment, Human Resource Management Journal, Journal of International Management, and Journal of Industrial Relations.
Before joining the University of Newcastle, I worked in research-focused positions at the University of Melbourne (2015-20) and Flinders University (2010-15), where I contributed to major studies of Australian and international organisations, workers, and workforces.
I welcome approaches from prospective Honours or PhD students. If you are interested in doing research in the areas of employment relations, human resource management, labour studies, or the future of work, please send me an email about supervision.
Qualifications
- Doctor of Philosophy, Flinders University
Keywords
- employment relations
- future of work
- gig economy
- human resource management
- labour market
Fields of Research
Code | Description | Percentage |
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380111 | Labour economics | 10 |
350503 | Human resources management | 20 |
350504 | Industrial and employee relations | 70 |
Professional Experience
UON Appointment
Title | Organisation / Department |
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Senior Lecturer | University of Newcastle Newcastle Business School Australia |
Academic appointment
Dates | Title | Organisation / Department |
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20/4/2015 - 12/2/2020 |
Senior Research Fellow While at the University of Melbourne from 2015-2020, I held a research-focused senior research fellowship in the Centre for Workplace Leadership (CWL) and taught courses on The Future of Work (undergrad) and Strategic Human Resource Management (postgrad) in the Department of Management and Marketing. |
The University of Melbourne Department of Management and Marketing Australia |
1/4/2010 - 30/4/2015 | Research Fellow | Flinders University Faculty of Social and Behavioural Sciences Australia |
Invitations
Keynote Speaker
Year | Title / Rationale |
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2022 |
The Dignity of Work Keynote address providing a framework for understanding dignity at work, and the threats to it, in the digital workplaces of the future. |
Panel Participant
Year | Title / Rationale |
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2022 |
Future of Work: AI & Digital elements in HR AHRI NSW Newcastle & Hunter Network Discussion from panel of experts (Julia Connell, Josh Healy, and Michael Eichler) on using AI in our work, recruitment and other elements of HR. |
2022 |
Building the Recovery: Creating Decent Working Futures in Australia This event focuses on the future of work in Australia and the opportunities and challenges for building a work and care-centred recovery. It is an interactive panel discussion which is part of an Academy of Social Sciences in Australia funded workshop and will share preliminary analysis of a new public attitudes survey on Current Issues at Work in Australia. The panellists will explain how the future of work has been shaped by the pandemic context over the last two years, and highlight the challenges and new pathways for building a work and care-centred recovery. |
Speaker
Year | Title / Rationale |
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2022 |
Select Committee on the impact of technological and other change on the future of work and workers in New South Wales The select committee was established on 24 March 2020 to inquire into and report on the impact of technological and other change on the future of work and workers in New South Wales. More details about the committee here. |
Teaching
Code | Course | Role | Duration |
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IRHR3040 |
Negotiation and Advocacy Newcastle Business School | University of Newcastle To address business problems, the key is not just to solve them short term but to employ the most sustainable, workable and productive solutions. This course analyses negotiation, mediation and advocacy from a theoretical basis to practical application. It addresses issues in the immediate workplace and in the wider system of enterprise bargaining, awards, and industrial tribunals. Topics include: the nature and sources of conflict, the skills of negotiation, mediation and advocacy, distributive bargaining and interdependence, planning and strategy, communication and persuasion, power in negotiations, third party intervention and the ethics of negotiation and advocacy. Adopting a problem based learning approach using relevant cases and experiences, the course emphasises the importance of communication as an essential attribute. |
Course Coordinator | 5/7/2021 - 30/11/2023 |
IRHR2010 |
Introduction to Industrial Relations Newcastle Business School | University of Newcastle The effective management of complex employment relationships is a critical function in contemporary organisations. The course introduces industrial relations delineating its essential concepts. In so doing, it considers the historical dimensions of work and the employment relationship, and the origins and the development of industrial relations up to the present time. Particular detailed attention is given to the present day structures and characteristics of employee representation, management and employers' associations. This is complemented by an examination of the role of the state, and how recent systemic changes affect state regulation and the workplace. The problem based learning structure allows you to develop your inquiry and communication skills. |
Course Coordinator | 8/2/2021 - 31/7/2023 |
MGMT30019 |
The Future of Work University of Melbourne An intensive, 3rd year, undergraduate course focusing on the trends shaping the future of work and careers. |
Course Coordinator | 1/2/2016 - 30/4/2019 |
GSBS6006 |
Employment Relations in Globalised Economies Newcastle Business School | University of Newcastle Globalisation affects employment relations in most countries. This course is designed to: introduce key concepts in employment relations; explore national employment relations in a selection of nations; and locate those national systems in an international context. The national systems will be studied at both the 'macro' level (including labour legislation, employee and employer representation, and bargaining structures) and the 'micro' level (the enterprise/workplace). Selected source countries will vary from year to year, but will include a small number from the following list: USA, Australia, Japan, the Philippines, China, Thailand, South Africa, Germany, Norway, Saudi Arabia. |
Course Coordinator | 9/8/2021 - 30/11/2021 |
GSBS6042 |
Employment Relations Newcastle Business School | University of Newcastle The course Employment Relations explores the management of employment relations in Australia, exploring both laws and institutions beyond the workplace and management strategies within the organisation. Important points of departure are the different ideological and intellectual perspectives on the employment relationship. The course will be especially valuable to managers seeking a better understand Australia's system of employment relations, and the strategic options available in the Australian context, and their potential risks and benefits. Several guest speakers will add practical insights. |
Course Coordinator | 26/4/2021 - 31/8/2023 |
Publications
For publications that are currently unpublished or in-press, details are shown in italics.
Chapter (4 outputs)
Year | Citation | Altmetrics | Link | ||
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2023 |
Healy J, Pekarek A, 'Consumers in the gig economy: Resisting or reinforcing precarious work?', The Routledge Handbook of the Gig Economy, Routledge, UK 246-257 (2023) [B1]
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Nova | |||
2022 |
Healy J, Pekarek A, Fells R, 'The belated return of an Australian living wage: Reworking 'a fair go' for the 21st century', The Living Wage Advancing a Global Movement, Routledge, United Kingdom 162-177 (2022) [B1]
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Nova | |||
2020 |
Healy J, Pekarek A, 'Work and wages in the gig economy: Can there be a high road?', The Future of Work and Employment, Edward Elgar Publishing, Cheltenham, UK 156-173 (2020) [B1]
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Nova | |||
2017 | Gahan P, Healy J, Nicholson D, 'Technology, the digital economy and the challenge for labour market regulation', The Evolving Project of Labour Law: Foundations, Development and Future Research Directions, Federation Press, Sydney, N.S.W. 276-292 (2017) [B1] | Nova | |||
Show 1 more chapter |
Journal article (20 outputs)
Year | Citation | Altmetrics | Link | |||||
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2022 |
Olsen JE, Gahan P, Adamovic M, Choi D, Harley B, Healy J, Theilacker M, 'When the Minority Rules: Leveraging Difference While Facilitating Congruence for Cultural Minority Senior Leaders', Journal of International Management, 28 (2022) [C1] The inclusion of cultural minorities as senior leaders is of growing importance and relevance to contemporary organizations with increasingly international composition, but much i... [more] The inclusion of cultural minorities as senior leaders is of growing importance and relevance to contemporary organizations with increasingly international composition, but much is to be learned about how and when such leaders impact the workplaces they lead. We draw on the ¿cultural difference¿ and ¿cultural congruence¿ propositions (Dorfman and House, 2004) to build a model for understanding whether and under what conditions cultural minority senior leaders have an impact on the elaboration of task-relevant information and relationship conflict in their workplaces. Hierarchical regression results from a study of 315 Australian workplaces and their senior leaders suggest that, regardless of whether the senior leader is a member of a cultural minority group, an organizational climate for innovation and flexibility increases information elaboration ¿ an effect that is stronger when the organization faces greater environmental turbulence. The results further provide support for a three-way interaction effect, whereby employees in workplaces led by a cultural minority leader have less relationship conflict when climate for innovation and environmental turbulence are both low. We conclude with a discussion of the scholarly contributions and practical implications of our conceptual and empirical work, the limitations of our study, and future directions for this research.
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Nova | ||||||
2022 |
Adamovic M, Gahan P, Olsen J, Harley B, Healy J, Theilacker M, 'Does procedural justice climate increase the identification and engagement of migrant workers? A group engagement model perspective', Personnel Review, 51 377-393 (2022) [C1] Purpose: Migrant workers often suffer from social exclusion in the workplace and therefore identify less with their organization and engage less with their work. To address this i... [more] Purpose: Migrant workers often suffer from social exclusion in the workplace and therefore identify less with their organization and engage less with their work. To address this issue, the authors integrate research on migrant workers with research on the group engagement model to create a model for understanding and enhancing migrant worker engagement. This allows us to provide insight into how organizations can design their human resource management systems and practices to increase the work engagement of migrant workers. Design/methodology/approach: The authors conducted a survey study with over 4,000 employees from more than 500 workplaces in Australia to test the model. Findings: The results of the multilevel analysis indicate that a procedurally fair work environment increases organizational identification, which in turn is associated with higher work engagement. The results also indicate that procedural justice climate is more important for migrant workers and increases their organizational identification and engagement. Originality/value: To increase work engagement of migrant workers, organizations can establish a procedurally fair work environment in which cultural minorities experience unbiased policies and procedures, are able to express their opinions and participate in decision-making.
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Nova | ||||||
2021 | Howe J, Healy J, Gahan P, 'The Future of Work and Labour Regulation after COVID-19', Australian Journal of Labour Law, 34 130-145 (2021) [C1] | Nova | ||||||
2020 |
Healy J, Pekarek A, Vromen A, 'Sceptics or supporters? Consumers' views of work in the gig economy', NEW TECHNOLOGY WORK AND EMPLOYMENT, 35 1-19 (2020) [C1]
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2020 |
Gahan P, Theilacker M, Adamovic M, Choi D, Harley B, Healy J, Olsen JE, 'Between fit and flexibility? The benefits of high-performance work practices and leadership capability for innovation outcomes', HUMAN RESOURCE MANAGEMENT JOURNAL, 31 414-437 (2020) [C1]
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2020 |
Adamovic M, Gahan P, Olsen JE, Harley B, Healy J, Theilacker M, 'Bringing the Leader Back in: Why, How, and When Leadership Empowerment Behavior Shapes Coworker Conflict', GROUP & ORGANIZATION MANAGEMENT, 45 599-636 (2020) [C1]
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Nova | ||||||
2017 |
Healy J, Nicholson D, Pekarek A, 'Should we take the gig economy seriously?', Labour and Industry: a journal of the social and economic relations of work, 27 232-248 (2017) [C1]
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2017 |
Gahan P, Harbridge R, Healy J, Williams R, 'The Ageing Workforce: Policy Dilemmas and Choices', AUSTRALIAN JOURNAL OF PUBLIC ADMINISTRATION, 76 511-523 (2017) [C1]
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2016 |
Healy J, 'The Australian labour market in 2015', JOURNAL OF INDUSTRIAL RELATIONS, 58 308-323 (2016) [C1]
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2015 |
Healy J, Mavromaras K, Sloane PJ, 'Adjusting to skill shortages in Australian SMEs', APPLIED ECONOMICS, 47 2470-2487 (2015)
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2015 |
Healy J, 'The Australian labour market in 2014: Still ill?', JOURNAL OF INDUSTRIAL RELATIONS, 57 348-365 (2015)
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2014 |
Healy J, 'The Australian labour market in 2013', JOURNAL OF INDUSTRIAL RELATIONS, 56 345-364 (2014)
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2013 |
Healy J, Kidd MP, 'Gender-based undervaluation and the equal remuneration powers of Fair Work Australia', JOURNAL OF INDUSTRIAL RELATIONS, 55 760-782 (2013)
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2011 |
Healy J, 'What Role do Safety Net Wage Adjustments Play in Alleviating Household Need?', JOURNAL OF INDUSTRIAL RELATIONS, 53 169-192 (2011)
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2011 |
Healy J, 'The Quest for Fairness in Australian Minimum Wages', JOURNAL OF INDUSTRIAL RELATIONS, 53 662-680 (2011)
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2003 |
Boyle MV, Healy J, 'Balancing mysterium and onus: Doing spiritual work within an emotion-laden organizational context', ORGANIZATION, 10 351-373 (2003)
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Show 17 more journal articles |
Report (1 outputs)
Year | Citation | Altmetrics | Link | ||
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2023 |
Cook J, Davies K, Threadgold S, Farrugia D, Coffey J, Matthews B, Healy J, 'How do organisations in the Hunter and Central Coast support young people experiencing debt?', University of Newcastle (2023)
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Grants and Funding
Summary
Number of grants | 4 |
---|---|
Total funding | $29,586 |
Click on a grant title below to expand the full details for that specific grant.
20241 grants / $8,676
The rise of ‘Finfluencers’: young people’s engagement with digital financial advice.$8,676
Funding body: Anonymous
Funding body | Anonymous |
---|---|
Project Team | Associate Professor Steven Threadgold, Professor Roger Burrows, Doctor Julia Coffey, Doctor Julia Cook, Doctor Josh Healy, Professor Beverley Skeggs |
Scheme | Research and Discovery Fund |
Role | Investigator |
Funding Start | 2024 |
Funding Finish | 2024 |
GNo | G2400013 |
Type Of Funding | Scheme excluded from IGS |
Category | EXCL |
UON | Y |
20232 grants / $6,910
Dignity in the digital workplace: Meaning and measurement$4,522
Funding body: College of Human and Social Futures | University of Newcastle
Funding body | College of Human and Social Futures | University of Newcastle |
---|---|
Scheme | CHSF - Pilot Research Scheme: Projects, Pivots, Partnerships |
Role | Lead |
Funding Start | 2023 |
Funding Finish | 2023 |
GNo | |
Type Of Funding | Internal |
Category | INTE |
UON | N |
CHSF Conference Travel Grant$2,388
Funding body: College of Human and Social Futures | University of Newcastle
Funding body | College of Human and Social Futures | University of Newcastle |
---|---|
Project Team | Dr Josh Healy |
Scheme | CHSF - Conference Travel Scheme |
Role | Lead |
Funding Start | 2023 |
Funding Finish | 2023 |
GNo | |
Type Of Funding | Internal |
Category | INTE |
UON | N |
20221 grants / $14,000
Entrepreneurial debt and young people’s investments in their future$14,000
Funding body: College of Human and Social Futures | University of Newcastle
Funding body | College of Human and Social Futures | University of Newcastle |
---|---|
Project Team | Dr Julia Cook (lead), A/Prof Steven Threadgold, Dr David Farrugia, Dr Julia Coffey, Dr Ben Matthews, Dr Kate Davies, Dr Joshua Healy |
Scheme | CHSF - Pilot Research Scheme: Projects, Pivots, Partnerships |
Role | Investigator |
Funding Start | 2022 |
Funding Finish | 2022 |
GNo | |
Type Of Funding | Internal |
Category | INTE |
UON | N |
Research Opportunities
Honours or PhD Supervision
I welcome approaches from students interested in commencing Honours or PhD research under my supervision, in the areas of employment relations, human resource management, labour studies, or related fields.
PHD
Newcastle Business School
1/1/2021 - 31/12/2040
Contact
Doctor Josh Healy
University of Newcastle
Newcastle Business School
josh.healy@newcastle.edu.au
Dr Josh Healy
Position
Senior Lecturer
Newcastle Business School
College of Human and Social Futures
Contact Details
josh.healy@newcastle.edu.au | |
Phone | (02) 4913 8507 |
Links |
Twitter Research Networks |
Office
Location | Ourimbah 10 Chittaway Road Ourimbah, NSW 2258 Australia |
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