Advances in Industrial and Labor Relations PDF
Preview Advances in Industrial and Labor Relations
ADVANCES IN INDUSTRIAL AND LABOR RELATIONS ADVANCES IN INDUSTRIAL AND LABOR RELATIONS Series Editors: David Lewin, Bruce E. Kaufman and Paul J. Gollan Recent Volumes: Volumes 1–16: Advances in Industrial and Labor Relations ADVANCES IN INDUSTRIAL AND LABOR RELATIONS VOLUME 17 ADVANCES IN INDUSTRIAL AND LABOR RELATIONS EDITED BY DAVID LEWIN UCLA Anderson School of Management, Los Angeles, USA BRUCE E. KAUFMAN Georgia State University, Atlanta, USA PAUL J. GOLLAN Macquarie University, Sydney, Australia, and London School of Economics, London, UK United Kingdom – North America – Japan India – Malaysia – China EmeraldGroupPublishingLimited HowardHouse,WagonLane,BingleyBD161WA,UK Firstedition2010 Copyrightr2010EmeraldGroupPublishingLimited Reprintsandpermissionservice Contact:[email protected] Nopartofthisbookmaybereproduced,storedinaretrievalsystem,transmittedinany formorbyanymeanselectronic,mechanical,photocopying,recordingorotherwise withouteitherthepriorwrittenpermissionofthepublisheroralicencepermitting restrictedcopyingissuedintheUKbyTheCopyrightLicensingAgencyandintheUSA byTheCopyrightClearanceCenter.Noresponsibilityisacceptedfortheaccuracyof informationcontainedinthetext,illustrationsoradvertisements.Theopinionsexpressed inthesechaptersarenotnecessarilythoseoftheEditororthepublisher. BritishLibraryCataloguinginPublicationData AcataloguerecordforthisbookisavailablefromtheBritishLibrary ISBN:978-1-84950-932-9 ISSN:0742-6186 Awarded in recognition of Emerald’s production department’s adherence to quality systems and processes when preparing scholarly journals for print CONTENTS LIST OF CONTRIBUTORS vii INTRODUCTION David Lewin, Bruce E. Kaufman and Paul J. Gollan ix CARD CHECK RECOGNITION: RESULTING LABOR RELATIONS AND INVESTOR REACTION Steven E. Abraham, Adrienne E. Eaton and 1 Paula B. Voos HAVING YOUR CAKE AND EATING IT TOO? THE RELATIONSHIP BETWEEN HR AND ORGANIZATIONAL PERFORMANCE IN HEALTHCARE Rebecca K. Givan, Ariel Avgar and Mingwei Liu 31 FROM A ‘‘NEGOTIATORY’’ TO A ‘‘BELLIGERENT’’ EMPLOYERS’ ASSOCIATION: ORGANIZED MASTER PRINTERS OF COLUMBUS, OHIO, 1887–1987 Howard R. Stanger 69 AN INSTITUTIONAL APPROACH TO LABOR-RELATED HUMAN RIGHTS COMPLIANCE: A CASE OF FORCED LABOR IN NICARAGUA AND HONDURAS Diane F. Frey 127 CHANNELS OF BUYER INFLUENCE AND LABOR STANDARD COMPLIANCE: THE CASE OF CAMBODIA’S GARMENT SECTOR Chikako Oka 153 v vi CONTENTS IDENTITY AT WORK: U.S. LABOR UNION EFFORTS TO ADDRESS SEXUAL DIVERSITY THROUGH POLICY AND PRACTICE Monica Bielski Boris 185 PARADIGM SHIFTS IN INDUSTRIAL RELATIONS: A BIBLIOMETRIC AND SOCIAL NETWORK APPROACH G. Steven McMillan and Debra L. Casey 207 LIST OF CONTRIBUTORS Steven E. Abraham State University of New York-Oswego, Oswego, NY, USA Ariel Avgar University of Illinois at Urbana-Champaign, Champaign, IL, USA Monica Bielski Boris University of Illinois at Urbana-Champaign, Champaign, IL, USA Debra L. Casey Pennsylvania State University, Abington, PA, USA Adrienne E. Eaton Rutgers University, New Brunswick, NJ, USA Diane F. Frey London School of Economics, London, UK Rebecca K. Givan Cornell University, Ithaca, NY, USA Mingwei Liu Rutgers University, New Brunswick, NJ, USA G. Steven McMillan Pennsylvania State University, Abington, PA, USA Chikako Oka London School of Economics, London, UK Howard R. Stanger Canisius College, Buffalo, NY, USA Paula B. Voos Rutgers University, New Brunswick, NJ, USA vii INTRODUCTION Volume 17 of Advances in Industrial and Labor Relations (AILR) contains seven diverse, provocative and perhaps in some cases controversial papers. Preliminary versions of several of these papers were presented at Advances inIndustrialRelations/LaborandEmploymentRelationsAssociation‘Best Papers’ sessions held at the 2008 and 2009 meetings of the Labor and Employment Relations Association. The first paper, by Steven E. Abraham, Adrienne E. Eaton and Paula B. Voos, presents empirical findings on how the U.S. card check–based union recognition process affects labour relations climate during the periods immediately preceding and following such recognition.1 Drawing on interviews with managers and union representatives as well as surveys of workers, this research suggests that the card check typically results in less prolonged, costly and stressful recognition and negotiations processes comparedtothetraditionalrepresentationelection-basedunionrecognition and negotiations processes that have characterized the United States. The authors find that these relatively favourable outcomes are also reflected in (underscored by) the positive reaction of the U.S. stock market to union recognition achieved through a card check process, which in turn calls into question some of the traditional arguments against this process that are frequentlymadebybusinessandpoliticalleaders.Theauthorsconcludethat notonlyisthestatutorycardcheckprocesslesscostlytoemployersthanthe current representation election process, it will also contribute to a more positive labour relations and collective bargaining environment for both employees and employers. The second paper, by Rebecca K. Givan, Ariel Avgar and Mingwei Liu, explorestherelationshipbetweenhumanresourcestrategiesandthedelivery of care services and performance in healthcare.2 In particular, this paper examinestherelationshipbetweenhumanresourcemanagementpracticesin 173 hospitals in the United Kingdom and four organizational outcome categories – clinical, financial, employee attitudes and perceptions, and patient attitudes and perceptions. The paper argues that human resource practices and the delivery of care have varied effects on each of these outcomesandalsothatspecifichumanresourcepracticesmayhavepositive effectsononeoutcomewhilesimultaneouslyhavinganegativeeffectonone ix
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