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Use it or lose it: The problem of labour underutilization among immigrant workers in Canada 要么使用,要么失去:加拿大移民工人劳动力利用不足的问题
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-01 DOI: 10.1111/irj.12441
Rupa Banerjee, Danielle Lamb, Laura Lam

Canada is widely recognized as a desirable destination for new immigrants and all levels of governments are generally supportive of ambitious immigration targets set to help meet labour demand. Canada's immigration system is based primarily on human capital, selecting the world's most highly skilled newcomers. However, immigrants to Canada have often faced difficulty in attaining labour market outcomes commensurate with their knowledge and experience. In this analysis, we examine the paradox apparent in the Canadian immigration system—the selection criteria attract highly educated and skilled workers, yet many are not able to find employment opportunities that match their abilities—through the lens of the Labour Utilization Framework. Using data from the Canadian Labour Force Survey for the years 2006–2019 inclusive, we explore five different dimensions of skill underutilization or brain waste: involuntary part-time work, minimum wage work, unemployment, over-education (i.e., underemployment), and worker discouragement. Our results suggest that on all dimensions of labour underutilization measured in the study, immigrants are overwhelmingly at a disadvantage relative to their Canadian-born, non-Indigenous counterparts. We discuss the ethical implications of immigrant brain waste for both individuals and society and conclude by suggesting some possible policy responses to improve the utilization of immigrant talent in Canada.

加拿大被公认为新移民的理想目的地,各级政府普遍支持为帮助满足劳动力需求而制定的雄心勃勃的移民目标。加拿大的移民制度主要以人力资本为基础,选择世界上技能最高的新移民。然而,移民到加拿大后往往难以在劳动力市场上获得与其知识和经验相称的成果。在本分析中,我们通过劳动力利用框架的视角,研究了加拿大移民制度中明显存在的悖论--甄选标准吸引了高学历、高技能的工人,但许多人却无法找到与其能力相匹配的就业机会。利用 2006-2019 年加拿大劳动力调查的数据,我们探讨了技能利用不足或人才浪费的五个不同方面:非自愿兼职工作、最低工资工作、失业、过度教育(即就业不足)和工人气馁。我们的研究结果表明,在本研究测量的劳动力利用不足的所有方面,与加拿大出生的非土著同行相比,移民处于绝对劣势。我们讨论了移民人才浪费对个人和社会的道德影响,最后提出了一些可能的政策应对措施,以提高加拿大对移民人才的利用率。
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引用次数: 0
Vocational education and training: A pathway for refugees' integration in the labour market? Lessons from Syrian refugees in Tarsus, Turkey 职业教育和培训:难民融入劳动力市场的途径?土耳其塔尔苏斯叙利亚难民的经验教训
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-01 DOI: 10.1111/irj.12442
Vildan Tasli-Karabulut, Merve Sancak

Vocational education and training (VET) has been promoted as a key strategy for refugees' integration into the labour markets of their host societies, with the expectation that it would provide refugees the skills that are necessary to access better employment in their host countries. Nevertheless, evidence from both high-income and middle-income countries (MICs) shows that refugees predominantly work in labour-intensive jobs under precarious conditions, and, VET has not always been an effective instrument to improve refugees' employment conditions. This article aims to understand the reasons behind this situation. It studies the multiplicity of factors influencing the viability of VET for refugees' labour market integration, focusing on Syrian refugees in Tarsus, Turkey, a MIC currently hosting the largest number of refugees worldwide. It shows that the top-down, supply focused VET programmes may have limited effectiveness in promoting better employment for refugees if the designers and implementers of these programmes do not fully consider the local context and the refugees' specific realities.

职业教育与培训(VET)一直被作为难民融入东道国社会劳动力市场的一项重要战略加以推广,期望它能为难民提供在东道国获得更好就业所需的技能。然而,来自高收入国家和中等收入国家(MICs)的证据表明,难民主要从事劳动密集型工作,工作条件不稳定,而且职业教育与培训并不总是改善难民就业条件的有效工具。本文旨在了解这种情况背后的原因。文章以土耳其塔尔苏斯的叙利亚难民为研究对象,研究了影响职业教育与培训对难民融入劳动力市场的可行性的多种因素。研究表明,如果职业教育与培训计划的设计者和实施者没有充分考虑当地情况和难民的具体现实,那么自上而下、以供应为重点的职业教育与培训计划在促进难民更好就业方面的效果可能有限。
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引用次数: 0
Did employers abandon collective bargaining? A comparative analysis of the weakening of collective bargaining in the OECD 雇主放弃集体谈判了吗?经合组织集体谈判削弱的比较分析
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-27 DOI: 10.1111/irj.12439
Jelle Visser

The paper takes up two questions. Do we observe, universally in the advanced capitalist world, the weakening of collective bargaining? Have employers everywhere and always tried to achieve this outcome and abandoned structures and policies that sustain collective bargaining? For answering the first question, the paper proposes three indicators—bargaining coverage, centralisation and control, measuring the incidence of collective agreements across workers and workplaces, the degree to which these agreements are bound by rules set by agents at higher levels, and whether these rules are enforced. For answering the second question the paper proposes a model that considers the relative strength of organised labour versus capital, the coordinating capacities of employers and the inheritance of past investments in collective bargaining. The analysis covers 32 Member States of the OECD with annual data on unions, employers and collective bargaining from 1980 to 2019.

本文探讨了两个问题。在发达资本主义世界,我们是否普遍看到集体谈判正在削弱?各地的雇主是否总是试图实现这一结果,并放弃维持集体谈判的结构和政策?为回答第一个问题,本文提出了三个指标--谈判的覆盖面、集中化和控制力,用以衡量集体协议在工人和工作场所中的发生率、这些协议受上级机构制定的规则约束的程度以及这些规则是否得到执行。为回答第二个问题,本文提出了一个模型,该模型考虑了有组织劳工与资本的相对实力、雇主的协调能力以及过去在集体谈判方面的投资的继承性。分析涵盖经合组织的 32 个成员国,并提供了 1980 年至 2019 年有关工会、雇主和集体谈判的年度数据。
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引用次数: 0
The fallible manager: The critique of management within pluralist industrial relations 容易犯错的管理者:多元劳资关系中的管理批判
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-06 DOI: 10.1111/irj.12438
Edmund Heery

This article uses the work of Willy Brown, John Purcell, Linda Dickens, and Keith Sisson to identify the critique of management within pluralist industrial relations. The notion of the ‘fallible manager’ captures the essence of this critique. Within the pluralist tradition, fallible managers are identified as the source of industrial relations problems and are also deemed incapable of reversing the harms they cause in the absence of supportive state intervention. While managers are deemed fallible in the pluralist tradition, however, management typically is not regarded as illegitimate and in a reformed institutional context is capable of managing for the common good, to generate ‘shared value.’

本文利用威利-布朗(Willy Brown)、约翰-珀塞尔(John Purcell)、琳达-狄更斯(Linda Dickens)和基思-西森(Keith Sisson)的研究成果来确定多元化劳资关系中的管理批判。易犯错误的管理者 "这一概念抓住了这一批判的本质。在多元主义传统中,易犯错误的管理者被认为是劳资关系问题的根源,并且在没有国家支持性干预的情况下,也被认为没有能力扭转他们造成的伤害。虽然在多元主义传统中,管理者被认为是不可靠的,但管理者通常并不被认为是非法的,在改革后的制度背景下,管理者有能力为共同利益而管理,以创造 "共享价值"。
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引用次数: 0
Dancing at the crossroads: Lessons from Ireland on collective labour law reform 在十字路口起舞:爱尔兰集体劳动法改革的经验教训
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-25 DOI: 10.1111/irj.12430
Alan Eustace

The past 20 years were convulsive for industrial relations in Ireland: from boom to bust and back again, with the Financial Crisis killing off national bargaining; the Supreme Court first undermining sectoral bargaining, then shifting back in favour of it; and of course, the Covid-19 pandemic generating an overhaul of working conditions across society. All along, widespread industrial unrest has been notable by its absence. Long-term decline in Irish trade union density continues, despite recent research showing significant popular support for trade unions, particularly among young workers. Now, the obligation to transpose the Directive on Adequate Minimum Wages has brought Ireland to a crossroads in collective labour law and industrial relations reform. How Ireland has responded to these pressures, internal and external, holds lessons for other jurisdictions, of which this article highlights three: a commitment to pragmatic adaptation over principled coherence makes measuring the success of any reform project difficult; different methods of reform enjoy varying levels of legitimacy; and disjunction between different levels of bargaining generates pressure on the system, including risks to the legitimacy of the system itself and the actors within it—particularly beleaguered trade unions.

过去 20 年对爱尔兰的劳资关系来说是惊心动魄的 20 年:从繁荣到萧条,再从萧条到繁荣,金融危机扼杀了全国性的谈判;最高法院先是破坏了部门谈判,然后又转而支持部门谈判;当然,科维德-19 大流行病引发了全社会对工作条件的彻底改革。一直以来,爱尔兰都没有发生过大规模的工业骚乱。尽管最近的研究表明工会深受民众支持,特别是在年轻工人中,但爱尔兰工会密度的长期下降仍在继续。现在,转换《适当最低工资指令》的义务将爱尔兰带到了集体劳动法和劳资关系改革的十字路口。爱尔兰是如何应对这些内部和外部压力的,这为其他司法管辖区提供了经验教训,本文重点介绍了其中的三点:致力于务实的适应性而非原则性的一致性,使得衡量任何改革项目的成功与否变得困难;不同的改革方法享有不同程度的合法性;不同层次的谈判之间的脱节对系统产生了压力,包括对系统本身和系统内行为者--尤其是陷入困境的工会--的合法性的风险。
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引用次数: 0
Differing industrial relations: The public and the private sector in Germany 不同的劳资关系:德国的公共部门和私营部门
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-14 DOI: 10.1111/irj.12429
Werner Schmidt, Andrea Müller

This article argues that industrial relations (IR) in the German public sector are not just a replica of private sector IR. It suggests that neither the structures, nor the outcomes can be sufficiently explained by derivation from private sector IR processes. Primarily, the specifics and developments of the public sector explain public sector IR. It is of fundamental importance whether trade unions operate in a profit-driven market environment or a publicly financed environment that is under public control. Differences between the public and the private sector result not least in the distinct relevance and meanings of trade union power resources. This influences the ways in which industrial action in the private and the public sector works and is relevant for trade union strategies.

本文认为,德国公共部门的劳资关系并不仅仅是私营部门劳资关系的翻版。文章认为,无论是其结构还是其结果,都不能从私营部门的劳资关系过程中得到充分的解释。公共部门的具体情况和发展情况才是公共部门内部关系的主要原因。工会是在利润驱动的市场环境中运作,还是在公共控制下的公共财政环境中运作,这一点至关重要。公共部门与私营部门之间的差异主要体现在工会权力资源的不同相关性和意义上。这影响了私营和公共部门工业行动的运作方式,并与工会战略相关。
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引用次数: 0
The union default: Free-riding solutions 工会违约:搭便车解决方案
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-02-27 DOI: 10.1111/irj.12426
Professor Mark Harcourt, Professor Gregor Gall, Professor Margaret Wilson

A union default would empower unions to extend membership and representation to nonunion employers but still allow workers to opt-out and, thereby, free-ride. Though most workers would retain membership, free-riding could still undermine a default. First, propensity to maintain membership is likely to vary, leaving some sectors with too few members for viable, effective representation. Second, public goods research suggests free-riding increases over time when already extant. Third, expectations of widespread future free-riding could discourage workers from recruiting the minimum number of workers necessary to attain the default. We test two solutions—all employees being required to pay union fees or employers paying union fees—to these challenges, examining effects on intention to retain membership and support for a default. We find both have positive impacts upon reducing free-riding.

工会违约将使工会有权将会员资格和代表权扩展到非工会雇主,但仍允许工人选择退出,从而搭便车。虽然大多数工人会保留会员资格,但搭便车仍会破坏默认机制。首先,保留会员资格的倾向可能会有所不同,导致某些部门的会员人数过少,无法实现可行、有效的代表性。其次,公共产品研究表明,在已经存在的情况下,搭便车现象会随着时间的推移而增加。第三,对未来普遍存在搭便车现象的预期可能会阻碍工人招募达到默认值所需的最低工人数量。针对这些挑战,我们测试了两种解决方案--要求所有员工缴纳工会费或由雇主缴纳工会费,并研究了这两种方案对保留会员资格的意愿和对违约行为的支持的影响。我们发现这两种方案都对减少搭便车现象有积极影响。
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引用次数: 0
Against the tide: A case of industrial relations transformation in the Indian coal sector 逆流而上:印度煤炭行业劳资关系转型案例
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2024-02-20 DOI: 10.1111/irj.12425
Surendra Babu Talluri, Girish Balasubramanian, Santanu Sarkar

Although the scholarly debate on industrial relations (IR) transformation is inclined toward the conclusion that the IR transformation is bound to take place with changes in the surrounding business environment, we observe a few exceptions in each economy. The current study investigates one of such curious IR contexts, that is, the Indian coal sector. We rely on the ‘logic of the action’ framework and the IR transformation measures to assess the sector at an aggregate and micro level. The coal sector in India consists of a mix of both permanent and informal workforce. With respect to the permanent workforce, we analysed the collective bargaining agreements spanned over five decades (1975–2021). For the informal workforce, we analysed the recommendations of the HPC on wages and working conditions, the provisions of relevant legislation, internal circulars of coal companies and important judicial pronouncements. Our analyses revealed vast differences in wages and working conditions between the permanent and informal workforce. Despite a significant decline in the permanent workforce, they could negotiate better terms as the growing size of the informal workforce was yet to form a collective bargaining mechanism for better wages and working conditions. These results are indicative of a paradox which needs to be explored further. Our study advances the thesis of adaptive state capitalism in the coal sector through functional and numerical flexibility despite a politicised multi-union model in India.

尽管关于劳资关系(IR)转型的学术讨论倾向于这样的结论,即劳资关系的转型必然会随着周围商业环境的变化而发生,但我们发现每个经济体中都有少数例外。本研究调查的就是印度煤炭行业这种奇特的劳资关系背景之一。我们依据 "行动逻辑 "框架和投资者关系转型措施,从总量和微观层面对该行业进行了评估。印度煤炭行业由长期和非正式劳动力组成。对于长期劳动力,我们分析了长达五十年(1975-2021 年)的集体谈判协议。对于非正规劳动力,我们分析了 HPC 关于工资和工作条件的建议、相关法律规定、煤炭公司的内部通知以及重要的司法声明。我们的分析表明,长期劳动力和非正式劳动力在工资和工作条件方面存在巨大差异。尽管长期劳动力大幅减少,但他们可以通过谈判获得更好的条件,因为规模不断扩大的非正规劳动力尚未形成集体谈判机制,以获得更好的工资和工作条件。这些结果表明存在一个悖论,需要进一步探讨。尽管印度的多工会模式已被政治化,但我们的研究推动了煤炭行业通过功能和数量灵活性实现适应性国家资本主义的论点。
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引用次数: 0
Trade unions, refugees and immigrant labour: Has the attitude changed? The stance of Swedish blue-collar trade unions as evidenced by sentiment analysis 工会、难民和移民劳工:态度转变了吗?情绪分析显示的瑞典蓝领工会的立场
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2024-02-19 DOI: 10.1111/irj.12424
Aliaksei Kazlou, Lin Lerpold, Örjan Sjöberg

The attitude of trade unions towards migration and migrants, be it of asylum seekers or those in search of jobs and better incomes, differs substantially across European countries. No matter the original stance, a common current pattern is that of the willingness to accept migrants being eroded over time. To see whether this is the case also in a country that both proved welcoming to labour migrants and refugees during the opening decades of the new millennium, we set out to explore the attitudes of blue-collar trade unions in Sweden. Based on a diverse set of material issuing from the unions themselves, we use sentiment analysis to assess whether there are any changes to be discerned in the opinions of the representatives of 12 blue-collar trade unions and their national confederation. At its most general, the trend appears to turn more negative over time, yet the influence of defining events and legal changes is not so easily observed at the aggregate level. The union representing workers in the industry with the largest proportion of immigrant labour, the Hotel and Restaurant Workers' Union, is therefore selected for closer analysis. To the extent that changes can, or cannot, be observed, we relate those to major events and policy changes that have taken place over the 2010s.

无论是寻求庇护者还是寻找工作和提高收入者,欧洲各国工会对移民和移徙者的态度大相径庭。无论最初的立场如何,目前的一个共同模式是接受移民的意愿随着时间的推移而减弱。在新千年的最初几十年里,瑞典曾对移民劳工和难民持欢迎态度,为了了解这个国家是否也存在这种情况,我们开始探讨瑞典蓝领工会的态度。根据从工会本身获得的各种材料,我们使用情感分析法来评估 12 个蓝领工会及其全国联合会的代表的观点是否发生了变化。从最普遍的情况来看,随着时间的推移,趋势似乎变得更加消极,然而,在总体层面上,定义事件和法律变化的影响并不那么容易观察到。因此,我们选择了代表移民劳工比例最大的行业工人的工会,即酒店和餐馆工人工会,进行更深入的分析。在可以或无法观察到变化的情况下,我们将这些变化与 2010 年代发生的重大事件和政策变化联系起来。
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引用次数: 0
Electronic monitoring of working time and labour market outcomes: Evidence from Brazil 工作时间和劳动力市场结果的电子监控:巴西的证据
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2024-02-18 DOI: 10.1111/irj.12423
Ísis F. Lira, Laura de Carvalho Schiavon, Ricardo da Silva Freguglia

This study analyses the dynamics of registered firms after implementing a new law (2009) in the Brazilian labour market. The law proposed the electronic monitoring of working time to provide more efficiency and security by standardizing the equipment used for control and avoiding manipulation. As stricter monitoring may increase costs, this paper seeks to analyse whether there have been changes in the dynamics of firms adapting to the new regulation. There are two potential mechanisms as a reference: increasing wages and decreasing workers (or contracted hours), and increasing labour force and decreasing contracted hours per worker (and therefore the monthly wage). Using Brazilian employee–employer data and the difference-in-differences approach as an empirical strategy, our main findings suggest that firms that adapt to the new electronic workday control had a general reduction in the number of hours hired, an increase in wages for companies with 10–50 employees and a decrease in workplace accidents in firms with 50 or more employees.

本研究分析了巴西劳动力市场实施新法律(2009 年)后注册公司的动态。该法律建议对工作时间进行电子监控,通过对用于监控的设备进行标准化,避免人为操纵,从而提高效率和安全性。由于更严格的监控可能会增加成本,本文试图分析企业适应新法规的动态是否发生了变化。有两种潜在机制可以作为参考:一是增加工资,减少工人(或合同工时);二是增加劳动力,减少每个工人的合同工时(从而减少月工资)。利用巴西的雇员-雇主数据和差分法作为实证策略,我们的主要研究结果表明,适应新的电子工作日控制的企业普遍减少了雇佣时数,雇员在 10-50 人的企业工资增加,雇员在 50 人以上的企业工伤事故减少。
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引用次数: 0
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INDUSTRIAL RELATIONS JOURNAL
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