INDUSTRIAL RELATIONS JOURNAL最新文献

This study examines how the socio-demographic characteristics of arbitrators and of plaintiffs affect arbitrators' judgement bases for arbitration decisions. Two research questions are tested quantitatively based on a data set of arbitration decisions in the Canadian university sector collected from the website of the Canadian Legal Information Institute. We created two models of independent variables related to the socio-demographic characteristics of arbitrators and plaintiffs. Multinomial logistic regression is used to examine the possible impacts of these variables on the justifications used by arbitrators to explain their decisions. The results indicate that both models significantly influence how arbitrators justify their arbitral decisions. The following variables significantly contribute to the models: arbitrator's age, arbitrator's professional experience in management, plaintiff's gender, and support of the plaintiff by a collective entity (union or association). Young arbitrators are more likely to use “laws” and those who have professional experience in management tend to cite “evidence” to justify their arbitral decisions. Also, arbitrators are more likely to use “evidence” as their judgement basis for male plaintiffs who are supported by a collective entity. The details of these findings, limitations of the study, and future directions for research are further discussed.

Initiatives that promote mental well-being are formally recommended for all British workers, with many practices targeting change in individual workers' resources. While the existing evidence is generally positive about these interventions, disagreement is increasing because of concerns that individual-level interventions do not engage with working conditions. Contributing to the debate, this article uses survey data (N = 46,336 workers in 233 organisations) to compare participants and nonparticipants in a range of common individual-level well-being interventions, including resilience training, mindfulness and well-being apps. Across multiple subjective well-being indicators, participants appear no better off. Results are interpreted through the job demands–resources theory and selection bias in cross-sectional results is interrogated. Overall, results suggest interventions are not providing additional or appropriate resources in response to job demands.

This paper challenges the prevailing view of the negative impact of collective bargaining decentralisation on trade unions in liberal market economies. It uses quantitative and in-depth company cases from four major sectors in Ireland, to explain how unions have effectively established bargaining coordination following the global financial crisis.

We study a class of integer bilevel programs with second-order cone constraints at the upper-level and a convex-quadratic objective function and linear constraints at the lower-level. We develop disjunctive cuts (DCs) to separate bilevel-infeasible solutions using a second-order-cone-based cut-generating procedure. We propose DC separation strategies and consider several approaches for removing redundant disjunctions and normalization. Using these DCs, we propose a branch-and-cut algorithm for the problem class we study, and a cutting-plane method for the problem variant with only binary variables. We present an extensive computational study on a diverse set of instances, including instances with binary and with integer variables, and instances with a single and with multiple linking constraints. Our computational study demonstrates that the proposed enhancements of our solution approaches are effective for improving the performance. Moreover, both of our approaches outperform a state-of-the-art generic solver for mixed-integer bilevel linear programs that is able to solve a linearized version of our binary instances.

Supplementary information: The online version contains supplementary material available at 10.1007/s10107-023-01965-1.

Earnings in care services are lower than in other industries, particularly among professional and managerial employees, and are more compressed than in other industries. The growth of primarily female employment in care services since the 1980s has buffered overall increases in wage inequality while slowing convergence in the gender wage differential.

Based on a qualitative case study of McDonald's stores in China, this article examines the behaviour of front-line managers (FLMs) in employment relations practices. The findings first identify different types of FLMs' behaviours, taking into account the degree of role conflict in their managerial work and the varying pressure to respond to corporate human resource management/employment relations (HRM/ERs) policies. Second, the findings illustrate that the behaviours of FLMs are also shaped by the external ER regulatory context, which is related to regulatory constraints (or voids) and their implementation (or not) and third, that FLMs tend to exert their own agency in responding to HRM/ER policies when facing increased role conflict.

We derive a typology of firms regarding how they use non-standard contracts, using register data. We find that 58% of firms fit the core-periphery model. They use non-standard contracts differently for low-skilled and high-skilled employees. The other firms use non-standard contracts similarly for different groups of employees.

This paper draws on rich qualitative and survey data to show that employee discontent with office space is a major driving force in employee hybrid-work preferences. Despite voice marginalisation, employees wish to take advantage of increased control over their physical working conditions and the locus of work that hybrid work has unexpectedly brought in their working lives. Taking cues from the literature on employee voice, this paper suggests that employee missing or silenced voices can be conceptualised as latent: hidden but potentially influential and inactive but potentially triggered by shifts in the labour market conditions or other external to organisations changes. The paper also brings attention to empirical academic studies as an employee voice mechanism.

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.

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.