Advances in Industrial and Labor Relations by David Lewin, Bruce E. Kaufman, Paul J. Gollan

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

Carrying on with the culture of ''Advances in business and exertions Relations'' (''AILR'') this quantity provides a wealthy mixture of diverse ways in business relatives scholarship masking exertions heritage, idea, quantitative and qualitative research. the variety of papers during this quantity almost certainly has major implications for labour examine and coverage. the topics during this quantity disguise very important social, monetary and enterprise views elevating severe concerns from old to modern debates masking matters resembling union acceptance and investor response, human source administration and organisational functionality within the healthcare undefined, organization institutions, labor-related human rights and criteria compliance in constructing nations, paintings id and sexual variety, paradigm shifts in business kin and agreement arbitration in Canada. This various variety of subject matters offers not just an informative and priceless contribution to our current wisdom yet increases very important matters for modern debates in political and monetary boards

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15 But from the point of view of these employers, this was a result of both a good relationship with the union and the union’s recognition that, at least initially, the newly organized unit needed a more flexible agreement to remain competitive. In these situations, it is hard to argue that the resulting agreements are ‘‘bad for workers’’ – negotiating an agreement that allows the employer to compete and retain union jobs is both good for the corporation and for its employees, whereas an inflexible agreement can be problematic in this context.

Taking this argument one step further, we believe that the healthcare setting is a complex and unique one that not only differs from the manufacturing setting, where most of the existing research has been conducted, but also departs from the general service sector model. TOWARD A MULTI-STAKEHOLDER FRAMEWORK As noted above, much of the existing HR–performance literature utilizes simplified and one-dimensional performance constructs focusing primarily on productivity and profits. We argue that to adequately understand how HR practices affect organizations, the concept and measurement of performance should also include performance measures for other organizational stakeholders.

Equity market response to union decertification petitions and elections. Journal of Labor Research, 11(2), 193–202. , & Bruno, B. (2005). Does the organizing means determine the bargaining ends? in Advances in Industrial and Labor Relations, 14, 101–126. Kaplan, E. (2008). The service employees international union battles the California nurses and dissidents within its own ranks. The Nation, June 16. Lee, D. , & Mas, A. (2009). Long-run impacts of unions on firms: New evidence from financial markets, 1961–1999.

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