Advances in Industrial and Labor Relations

270 Pages·2010·5.277 MB·English

by  David Lewin, David Lewin, Bruce E. Kaufman, Paul J. Gollan

ADVANCES IN INDUSTRIAL AND
LABOR RELATIONS
ADVANCES IN INDUSTRIAL AND
LABOR RELATIONS
Series Editors: David Lewin, Bruce E. Kaufman and
Paul J. Gollan
Recent Volumes:
Volumes 1–16: Advances in Industrial and Labor Relations
ADVANCES IN INDUSTRIAL AND LABOR
RELATIONS VOLUME 17
ADVANCES IN
INDUSTRIAL AND LABOR
RELATIONS
EDITED BY
DAVID LEWIN
UCLA Anderson School of Management,
Los Angeles, USA
BRUCE E. KAUFMAN
Georgia State University, Atlanta, USA
PAUL J. GOLLAN
Macquarie University, Sydney, Australia,
and London School of Economics, London, UK
United Kingdom – North America – Japan
India – Malaysia – China
EmeraldGroupPublishingLimited
HowardHouse,WagonLane,BingleyBD161WA,UK
Firstedition2010
Copyrightr2010EmeraldGroupPublishingLimited
Reprintsandpermissionservice
Contact:[email protected]
Nopartofthisbookmaybereproduced,storedinaretrievalsystem,transmittedinany
formorbyanymeanselectronic,mechanical,photocopying,recordingorotherwise
withouteitherthepriorwrittenpermissionofthepublisheroralicencepermitting
restrictedcopyingissuedintheUKbyTheCopyrightLicensingAgencyandintheUSA
byTheCopyrightClearanceCenter.Noresponsibilityisacceptedfortheaccuracyof
informationcontainedinthetext,illustrationsoradvertisements.Theopinionsexpressed
inthesechaptersarenotnecessarilythoseoftheEditororthepublisher.
BritishLibraryCataloguinginPublicationData
AcataloguerecordforthisbookisavailablefromtheBritishLibrary
ISBN:978-1-84950-932-9
ISSN:0742-6186
Awarded in recognition of
Emerald’s production
department’s adherence to
quality systems and processes
when preparing scholarly
journals for print
CONTENTS
LIST OF CONTRIBUTORS vii
INTRODUCTION
David Lewin, Bruce E. Kaufman and Paul J. Gollan ix
CARD CHECK RECOGNITION: RESULTING LABOR
RELATIONS AND INVESTOR REACTION
Steven E. Abraham, Adrienne E. Eaton and 1
Paula B. Voos
HAVING YOUR CAKE AND EATING IT TOO?
THE RELATIONSHIP BETWEEN HR
AND ORGANIZATIONAL PERFORMANCE
IN HEALTHCARE
Rebecca K. Givan, Ariel Avgar and Mingwei Liu 31
FROM A ‘‘NEGOTIATORY’’ TO A ‘‘BELLIGERENT’’
EMPLOYERS’ ASSOCIATION: ORGANIZED MASTER
PRINTERS OF COLUMBUS, OHIO, 1887–1987
Howard R. Stanger 69
AN INSTITUTIONAL APPROACH TO
LABOR-RELATED HUMAN RIGHTS
COMPLIANCE: A CASE OF FORCED
LABOR IN NICARAGUA AND HONDURAS
Diane F. Frey 127
CHANNELS OF BUYER INFLUENCE AND
LABOR STANDARD COMPLIANCE:
THE CASE OF CAMBODIA’S GARMENT SECTOR
Chikako Oka 153
v
vi CONTENTS
IDENTITY AT WORK: U.S. LABOR UNION
EFFORTS TO ADDRESS SEXUAL DIVERSITY
THROUGH POLICY AND PRACTICE
Monica Bielski Boris 185
PARADIGM SHIFTS IN INDUSTRIAL
RELATIONS: A BIBLIOMETRIC AND SOCIAL
NETWORK APPROACH
G. Steven McMillan and Debra L. Casey 207
LIST OF CONTRIBUTORS
Steven E. Abraham State University of New York-Oswego,
Oswego, NY, USA
Ariel Avgar University of Illinois at
Urbana-Champaign, Champaign,
IL, USA
Monica Bielski Boris University of Illinois at
Urbana-Champaign, Champaign,
IL, USA
Debra L. Casey Pennsylvania State University,
Abington, PA, USA
Adrienne E. Eaton Rutgers University, New Brunswick,
NJ, USA
Diane F. Frey London School of Economics,
London, UK
Rebecca K. Givan Cornell University, Ithaca, NY, USA
Mingwei Liu Rutgers University, New Brunswick,
NJ, USA
G. Steven McMillan Pennsylvania State University, Abington,
PA, USA
Chikako Oka London School of Economics, London,
UK
Howard R. Stanger Canisius College, Buffalo, NY, USA
Paula B. Voos Rutgers University, New Brunswick,
NJ, USA
vii

INTRODUCTION
Volume 17 of Advances in Industrial and Labor Relations (AILR) contains
seven diverse, provocative and perhaps in some cases controversial papers.
Preliminary versions of several of these papers were presented at Advances
inIndustrialRelations/LaborandEmploymentRelationsAssociation‘Best
Papers’ sessions held at the 2008 and 2009 meetings of the Labor and
Employment Relations Association.
The first paper, by Steven E. Abraham, Adrienne E. Eaton and Paula B.
Voos, presents empirical findings on how the U.S. card check–based union
recognition process affects labour relations climate during the periods
immediately preceding and following such recognition.1 Drawing on
interviews with managers and union representatives as well as surveys of
workers, this research suggests that the card check typically results in less
prolonged, costly and stressful recognition and negotiations processes
comparedtothetraditionalrepresentationelection-basedunionrecognition
and negotiations processes that have characterized the United States. The
authors find that these relatively favourable outcomes are also reflected in
(underscored by) the positive reaction of the U.S. stock market to union
recognition achieved through a card check process, which in turn calls into
question some of the traditional arguments against this process that are
frequentlymadebybusinessandpoliticalleaders.Theauthorsconcludethat
notonlyisthestatutorycardcheckprocesslesscostlytoemployersthanthe
current representation election process, it will also contribute to a more
positive labour relations and collective bargaining environment for both
employees and employers.
The second paper, by Rebecca K. Givan, Ariel Avgar and Mingwei Liu,
explorestherelationshipbetweenhumanresourcestrategiesandthedelivery
of care services and performance in healthcare.2 In particular, this paper
examinestherelationshipbetweenhumanresourcemanagementpracticesin
173 hospitals in the United Kingdom and four organizational outcome
categories – clinical, financial, employee attitudes and perceptions, and
patient attitudes and perceptions. The paper argues that human resource
practices and the delivery of care have varied effects on each of these
outcomesandalsothatspecifichumanresourcepracticesmayhavepositive
effectsononeoutcomewhilesimultaneouslyhavinganegativeeffectonone
ix