Industrial Relations最新文献

Based on an in-depth study of the lived experiences of industrial relations (IR) researchers in the United Kingdom, we demonstrate that IR has survived and thrived as a result of activism both inside and outside the academy. By adapting teaching and research to reflect the contemporary problems for labor, appropriating the study of human resource management, and creating synergies between service, teaching and learning, and both pure and applied research, the field of IR has experienced renewed intellectual vitality. The activism of IR academics in the United Kingdom signifies a promising future and an experience that IR research(ers) elsewhere can draw on.

An important concept that depicts the nature of employee–employer relationship is the psychological contract. Prior research has argued that all forms of extra-role behaviors suffer once employees' psychological contracts are violated. Helping behaviors are a specific form of extra-role behaviors that may suffer due to psychological contract violation. We argue that this predominantly negative relationship between psychological contract violation and helping behaviors is because the literature has not adequately examined the different types of helping behaviors. Using the latent moderated structural equation approach with multiwave and multisource data from a survey of 269 full-time employees and their coworkers from the hospitality industry in Ghana, we show that psychological contract violation is positively related to reactive helping behaviors and negatively associated with anticipatory helping behaviors through anticipatory anxiety.

A quasi-experiment was created in Australian policy between 2012 and 2013 when workplace health and safety laws were harmonized in all but two jurisdictions. This reform expanded definitions for duty of care, introduced criminal enforcement, and increased penalties. Using stacked difference-in-difference estimation, we fail to find overall reduced workers' compensation probability over the post-reform period. However, we find significantly reduced workers' compensation probabilities for high-risk industry workers and workers in single-location employers. We conclude that more consistent laws may not reduce overall claims and injury if they do not reduce complexity or consider available inspectorate resources, and if jurisdictions have implementation flexibility.

Automation may destroy jobs and change the labor demand structure, thereby potentially impacting workers' mental health. Implementing propensity score matching on French individual survey data, we find that working in an automatable job is associated with a 3 pp increase in the probability of suffering from mental disorders. Fear of automation through fear of job loss, expectation of a required change in skills, and fear of unwanted job mobility seem to be relevant channels to explain the findings.

This paper uses synthetic controls to reevaluate the passage of Right-to-Work legislation in several states and its effect on union density levels in those states. Building upon recent work, we include data from several new legislative changes and also pool evidence across events to increase the inferential power for detecting a common effect. This adds to the literature by expanding the number of states investigated as well as allowing for more robust statistical testing on the impact of Right-to-Work. We estimate that modern Right-to-Work laws have a statistically significant effect and precipitated union density declines of about two to three percentage points.

We provide a comprehensive framework, based on person–environment fit, for evaluating the relationship between types of job change and wellbeing, and estimate it using fixed-effects methods applied to UK longitudinal data. Changing job is associated with large swings in job satisfaction, but not all job changes are equal. Changes in workplace are associated with increased job satisfaction only when they are associated with a change in job role. The largest associations are for changing employers. These associations extend beyond job satisfaction to mental health and, to a lesser extent, life satisfaction. Changes in broader wellbeing are especially pronounced for women.

This paper studies how legal strength—the effectiveness of a legal system in governing the use of laws—influences trade unions in China. By focusing on the institutional environment in which laws are practiced, I theorize that a strong legal system can empower trade unions through direct legal mobilization and legal consciousness. Empirical analysis with data collected from multiple sources supports this prediction. I find that unionization is more prevalent in strong legal systems than in weak ones. Moreover, Chinese unions improve labor outcomes to a greater extent when one or more dimensions of the legal systems are strong.

Applying decomposition methods to data from the Annual Survey of Hours and Earnings, we highlight the importance of performance-related pay to the contemporary UK gender pay gap. We find that the lower probability of females being employed in performance-related pay jobs explains a sizeable proportion of the gender pay gap, particularly at the top end of the annual earnings distribution. The latter is driven by its influence within the private sector.

Covering the bulk of economic activity in ten developed countries over 1982–2005, this paper is the first to study the distinct effects of Information Technologies (IT) and Communication Technologies (CT) on labor, and in particular, the relative demand for different education groups of workers. Consistent with evidence on automation-induced job and skill polarization, IT capital intensity decreased the demand for the middle-educated relative to the highly and low-educated. Instead, CT capital intensity increased the demand for the highly educated relative to the low-educated, suggesting that CT facilitate the leverage of knowledge by the former group in production teams or the identification of new investment opportunities for their companies. Additional evidence, especially on the effects of CT, yields a richer set of insights.

One of the core objectives of unions is to raise the wages of the lowest paid. Utilizing a panel of individual-matched employee–employer data covering the Norwegian private sector in the period 2000–2014, I investigate how workplace union density is related to individual low-pay risk. By exploiting changes in tax deductions for union members in Norway as a source of exogenous variation, a negative effect of increased union density on low-pay risk is identified within jobs. The results further suggest that the effect of local bargaining power on individual low-pay probability is larger among immigrants than among natives.