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Paula McDonald and Deanna Grant-Smith

A central feature of work and workplace transformations globally has been the rapid expansion of internships and educationally focused work experience. Such experiences are now widely considered foundational in facilitating ‘employability’ and as a pathway into a reconfigured paid labour market. The practice of unpaid work and internships is therefore a crucial, yet under-recognised dimension of debates about the future of work and employment relations. This chapter addresses three streams of research that have advanced knowledge of trends in relation to the future of (unpaid) work experience, providing a critical summary of debates in the field. These themes comprise: (1) modes and types of unpaid work; (2) the expansion and prevalence of unpaid work; and (3) the impacts of unpaid work on participants and other workers. The final section of the chapter canvasses a forward agenda for future research and practice.

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Melinda Laundon, Paula McDonald and Abby Cathcart

Organizational justice theory is concerned with employees’ perceptions of fairness in the workplace. The theory attempts to answer pertinent questions that are considered central to the employment relationship, particularly why and how employees make justice judgements about workplace procedures, outcomes, and interactions and how they respond to these perceptions of fairness or unfairness. Almost 50 years of organizational justice research has demonstrated that employee perceptions of fairness at work influence a range of significant employee and organizational outcomes, including satisfaction, job performance, and organizational citizenship behaviour. This chapter draws on organizational justice scholarship from various disciplinary perspectives to explore how justice theory is relevant to the employment relationship.