By Lewin D. (ed.), Kaufman B. (ed.)
Advances in business and exertions kin (AILR) maintains to obtain top of the range submitted manuscripts and to post the easiest between those, as decided via double blind nameless refereeing. quantity thirteen of AILR comprises 8 papers dealing, respectively, with eu responses to excessive unemployment charges; the results of different sorts of staffing preparations; the adoption and use of different dispute answer methods within the nonunion place of work; the consequences of organizational ombuds preparations for voice, clash solution and equity at paintings; construction and maintaining labor-management partnerships; union and organisation strategies in Ontario, Canada organizing campaigns; the past due twentieth century crusade for U.S. striker alternative laws; and the improvement over a quarter-century of Australian business kinfolk notion. it truly is no coincidence that the learn settings for the papers contained during this quantity comprise North the United States, Europe and the Pacific Rim. AILR has lengthy inspired manuscript submissions from researchers world wide, and seeks to put up articles that extend theoretical and empirical business kin wisdom past that bought from U.S. settings and information assets. Taken as a collection, the 8 papers contained in quantity thirteen of AILR in actual fact mirror fulfillment of this aim.
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Additional resources for Advances in Industrial and Labor Relations
The embedded corporation: Corporate governance and employment relations in Japan and the US. Princeton, NJ: Princeton University Press. Kaufman, B. (1993). The origins and evolution of the ﬁeld of industrial relations in the United States. Ithaca, NY: ILR Press. Kochan, T. (1999). Beyond myopia: Human resources and the changing social contract. In: P. Wright, L. Dyer & J. Boudreau (Eds), Research in Personnel and Human Resources Management (Supplement 4), Greenwich, CT: JAI Press. , & Cappelli, P.
The second is a theory of ‘‘latent and overt conflict’’ which is necessary because ‘‘the absence of overt conflict is often a mistaken indicator of management effectiveness’’ (Barbash, 1979, p. 656). Existing conflict frameworks have failed to provide a solid theoretical foundation for the complex relationships between collective and individual expressions and have neglected to examine the impact on conflict of suppressive regimes. The purpose of conflict theory is not to replace the analysis of other social processes but to provide an ‘‘explanation of certain variables neglected in other theorizing’’ (Coser, 1967, p.
Industrial conflict is a ‘‘multifaceted phenomenon’’ which is conceptually defined in broad terms to include such events as grievances, job actions, sabotage, and turnover but actually researched in narrow terms’’ (Feuille & Wheeler, 1981, p. 290). Wheeler (1985, p. 4) offers three types of collective expressions of industrial conflict: union organizing; striking or ‘‘utilizing a strike substitute to resolve an impasse’’; and ‘‘more spontaneous collective actions such as wildcat strikes, overtime bans, working to rule, slowdowns, filing numerous grievances, and sick-outs’’.
Advances in Industrial and Labor Relations by Lewin D. (ed.), Kaufman B. (ed.)