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Ethnicity disparities in job control in the United Kingdom 英国工作控制方面的种族差异
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-11-09 DOI: 10.1111/irj.12414
Mark Williams, Senhu Wang, Maria Koumenta

Despite widely-reported ethnicity disparities in pay and occupational attainment, little is known about how different ethnic groups fare in job control—a crucial component of job quality with significant implications for well-being and health. Drawing on two large-scale representative datasets in the United Kingdom (1992–2022), we find that workers from all Black, Asian, and Minority Ethnic (BAME) groups conditionally report significantly lower job control than their White British counterparts, although heterogeneity exists depending on the BAME group in question. Ethnicity penalties are also most pronounced for foreign-born workers. Despite a slow trend towards convergence, ethnicity disparities have remained significant over the last three decades. We further show that disparities are largely unexplained by compositional factors such as pay and occupation, demonstrating ethnicity penalties in job control. By linking ethnicity to job control, this study contributes to the growing research on BAME workers in the labour market, as well as the literatures on job quality and multisegmented labour markets.

尽管薪酬和职业成就方面的种族差异被广泛报道,但人们对不同种族群体在工作控制方面的表现却知之甚少,而工作控制是工作质量的重要组成部分,对幸福和健康有着重要影响。利用英国的两个大规模代表性数据集(1992-2022 年),我们发现所有黑人、亚裔和少数族裔(BAME)群体的工人都有条件地报告说,他们的工作控制能力明显低于他们的英国白人同行,尽管存在异质性,这取决于相关的黑人、亚裔和少数族裔群体。对于外国出生的工人来说,种族惩罚也最为明显。尽管趋同趋势缓慢,但在过去三十年中,种族差异依然显著。我们还进一步表明,薪酬和职业等构成因素在很大程度上无法解释差异,这表明在工作控制方面存在种族惩罚。通过将种族与工作控制联系起来,本研究为劳动力市场中黑人、亚裔和少数族裔工人的研究以及工作质量和多元劳动力市场的研究做出了贡献。
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引用次数: 0
Impacts of racial diversity and firm size on union voting behavior in Alabama 阿拉巴马州种族多样性和公司规模对工会投票行为的影响
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-09-29 DOI: 10.1111/irj.12413
Robert Armstrong, Michael Floren, Jason Imbrogno, Keith Malone

Private sector unionization drives have recently increased after decades of decline. Previous research largely focused on predictors of unionization internal to firms. In this study, we use historical data from 1986 to 2017 in Alabama to show that racial distribution in the surrounding county also influences the likelihood of successful unionization votes.

私营部门的工会化运动在经历了几十年的衰退之后,最近又有了新的发展。以往的研究主要集中于企业内部工会化的预测因素。在本研究中,我们利用 1986 年至 2017 年阿拉巴马州的历史数据,说明周边县的种族分布也会影响工会投票成功的可能性。
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引用次数: 0
Short-term fix or remedy for market failure? Immigration policy as a distinct source of skills 市场失灵的短期修复或补救措施?移民政策是技能的独特来源
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-09-05 DOI: 10.1111/irj.12412
Chris F. Wright, Colm McLaughlin

This article analyses the role of immigration policy as a distinct source of skills supply in liberal market economies. It draws upon interviews with representatives of employer associations and trade unions in the Australian construction and hospitality industries to identify how labour market actors make sense of the function of immigration policy. Rather than ‘complementing’ or ‘undermining’ training and other domestic labour market institutions, as is often assumed, immigration policy can serve to remedy the systemic failures of these institutions to supply skills in the short term. However, overreliance on immigration can disincentivise reform of the labour market institutions necessary to generate adequate skills supply in the long term. The findings suggest the need to reconceptualise the function of immigration policy in terms of its distinct rather than equivalent functions to labour market institutions.

本文分析了移民政策作为自由市场经济中技能供给的独特来源的作用。它利用对澳大利亚建筑业和酒店业雇主协会和工会代表的采访,确定劳动力市场参与者如何理解移民政策的作用。移民政策可以弥补这些机构在短期内提供技能的系统性失败,而不是像人们通常认为的那样“补充”或“破坏”培训和其他国内劳动力市场机构。然而,对移民的过度依赖可能会阻碍劳动力市场机构的改革,从长远来看,这是创造足够技能供应所必需的。研究结果表明,有必要从移民政策与劳动力市场机构的不同而非等效功能的角度重新定义移民政策的功能。
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引用次数: 0
Status quo among fragmentation and consolidation: Public dispute resolution agencies in Ontario, Canada 分散与合并的现状:加拿大安大略省的公共纠纷解决机构
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-08-21 DOI: 10.1111/irj.12410
Dionne Pohler, Bradley R. Weinberg

We explore changes in the Ontario Labour Relations Board and the Ministry of Labour's Dispute Resolution Services over time. The core purpose of these public dispute resolution agencies in Canada has not changed since their creation, even amidst legislative fragmentation and consolidation, different governing parties, periods of public sector austerity, changing patterns of unionization and evolving court decisions.

我们探讨了安大略省劳动关系委员会和劳工部争议解决服务机构的变化。加拿大这些公共争端解决机构的核心宗旨自成立以来一直没有改变,即使在立法分裂和合并、执政党不同、公共部门紧缩时期、工会模式不断变化和法院裁决不断变化的情况下也是如此。
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引用次数: 0
Custodians of contemporary pluralism? Acas' evolving role in addressing conflict during a time of economic and regulatory flux 当代多元主义的守护者?在经济和监管不断变化的时期,Acas在解决冲突方面的作用不断演变
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-08-13 DOI: 10.1111/irj.12411
Deborah Hann, Paul Latreille, David Nash, Richard Saundry

This paper charts the development of Acas over the last two decades as it responds to the changing context of British employment relations. While dispute resolution services have evolved to focus on individual disputes, Acas has remained true to its pluralist roots through its training and advisory services that continue to promote ‘good employment relations’.

本文描绘了Acas在过去二十年中的发展,以应对英国就业关系的变化。虽然纠纷解决服务已经发展到专注于个人纠纷,但Acas通过其培训和咨询服务,继续促进“良好的就业关系”,仍然忠于其多元化根源这篇文章受版权保护。保留所有权利。
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引用次数: 0
A fragmented and heavily privatized dispute resolution system: The United States 一个支离破碎和高度私有化的争端解决系统:美国
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-08-11 DOI: 10.1111/irj.12409
Ariel C. Avgar, Alexander J. S. Colvin, Harry C. Katz, Katrina G. Nobles

The United States possesses a highly fragmented and decentralized set of mechanisms addressing work-related conflicts and disputes. There are consequential differences in how workplace conflicts are resolved across the following settings—union and nonunion or collective and individual, public and private sectors, traditional and nonstandard employment models, and public and private forums. An important trend is the growing influence in the nonunion sector of ‘private justice’ provided in employment arbitration and conflict management systems as a replacement for ‘public justice’, and in the union sector, private neutrals also play a key role.

美国拥有一套高度分散和权力下放的机制来处理与工作有关的冲突和争端。在以下环境中,工作场所冲突的解决方式也存在相应的差异——工会和非工会,集体和个人,公共和私营部门,传统和非标准的就业模式,以及公共和私人论坛。一个重要趋势是,在非工会部门,就业仲裁和冲突管理系统中提供的“私人司法”取代了“公共司法”,其影响力越来越大。在工会部门,私人中立者也发挥着关键作用。
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引用次数: 0
Changing face of public agencies in workplace conflict resolution: A six country study 公共机构在解决工作场所冲突中的变化:一项六个国家的研究
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-08-04 DOI: 10.1111/irj.12406
Ariel C. Avgar, Alexander J. S. Colvin, Harry C. Katz, William Roche, Paul Teague

This six-country study includes examination of the institutional context in which public agencies for conflict resolution operate; the internal and external pressures for change in the activities of these agencies, including the shift from collective to individual forms of workplace conflict; the extent to which the changes being introduced are altering the traditional organizational character or culture of these bodies; and the effects of the pandemic on how public agencies involved in conflict resolution carry out their work.

这项六国研究包括审查解决冲突公共机构运作的体制背景;要求改变这些机构活动的内部和外部压力,包括工作场所冲突从集体形式转向个人形式;正在进行的改革在多大程度上改变了这些机构的传统组织特征或文化;以及新冠疫情对参与解决冲突的公共机构开展工作的影响。
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引用次数: 0
Disruption of the Ghent effect: Disentangling structural and institutional determinants of union membership decline in Sweden, 2005–2010 根特效应的瓦解:解开2005-2010年瑞典工会成员数量下降的结构性和制度性决定因素
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-08-03 DOI: 10.1111/irj.12404
Jesper Prytz, Tomas Berglund

In 2007–2008, Sweden implemented changes to the Ghent system of unemployment insurance, leading to union density decline. We study the interaction of labour force composition and institutional changes, finding that the structural tendencies of the decline strongly interacts with these changes, exposing previous precarious categories even further.

2007-2008年,瑞典对根特失业保险制度进行了改革,导致工会密度下降。我们研究了劳动力构成和制度变化的相互作用,发现下降的结构性趋势与这些变化密切相关,进一步暴露了以前不稳定的类别。
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引用次数: 0
Still central: Change and continuity in Australia's major industrial tribunal 仍然是核心:澳大利亚主要工业法庭的变革和连续性
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-08-01 DOI: 10.1111/irj.12405
Mark Bray, Johanna Macneil

Australia's major public dispute resolution agency has changed substantially since the 1990s from a stand-alone tribunal administering a collectivist system of compulsory conciliation and arbitration to an integrated agency resolving both individual and collective disputes as well as performing a broader regulatory role. It remains central to Australian industrial relations, reflecting its adaptability and the peculiarities of its political and industrial relations contexts.

澳大利亚的主要公共争端解决机构自1990年代以来发生了重大变化,从一个管理强制调解和仲裁集体主义制度的独立法庭变成一个解决个人和集体争端并发挥更广泛监管作用的综合机构。它仍然是澳大利亚工业关系的核心,反映了其适应性和其政治和工业关系背景的特殊性。
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引用次数: 0
It takes two to tango: Reconceptualizing union power and union effectiveness in a relational perspective 探戈需要两个人:从关系的角度重新定义工会权力和工会效力
IF 1.4 Q2 Business, Management and Accounting Pub Date : 2023-07-28 DOI: 10.1111/irj.12403
Dr. Grégory Jemine

This paper reports on a public transport company in which local unions, by repeatedly threatening to strike, managed to significantly enhance their negotiating position and exert considerable power over their management. While extant literature has mostly paid attention to ‘weak’ unions struggling for renewal and revitalization, the present study rather explores a situation in which unions manage to become ‘strong’ by making aggressive uses of power, as well as the implications for union effectiveness. It is shown that management deficiencies can provide unions with unprecedented opportunities for exerting power, yet hamper their ability to reach greater effectiveness as the absence of an engaged managerial line makes it difficult to secure decisions favouring workers and the organization. This paper contributes to theory on union power and effectiveness by offering an alternative to the resource-based view of union power that has been prevalent in prior research. Union power and effectiveness in the workplace appear to be deeply rooted in the power relations that unions sustain with other organizational actors, demonstrating the relevance of a relational perspective that goes beyond union-centred action, resources and capabilities to include the complex dynamics of their interactions with other organizational actors.

本文报道了一家公共交通公司,当地工会通过多次威胁罢工,成功地提高了他们的谈判地位,并对他们的管理层施加了相当大的权力。虽然现有文献大多关注的是“弱势”工会为更新和振兴而奋斗,但本研究更倾向于探讨工会通过积极使用权力而变得“强大”的情况,以及对工会效率的影响。研究表明,管理缺陷可以为工会提供前所未有的行使权力的机会,但也阻碍了工会发挥更大效力的能力,因为缺乏积极参与的管理路线,很难确保有利于工人和组织的决策。本文提供了一种替代以往研究中普遍存在的基于资源的工会权力观点,从而为工会权力与有效性的理论研究做出了贡献。工会在工作场所的权力和有效性似乎深深植根于工会与其他组织行动者维持的权力关系,这表明关系视角的相关性超越了以工会为中心的行动、资源和能力,包括工会与其他组织行动者互动的复杂动态。
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INDUSTRIAL RELATIONS JOURNAL
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