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The article reviews the book, "Labor Market Regimes and Patterns of Flexibility: A Sweden-Canada Comparison," by Axel Van Den Berg, Bengt Furaker and Leif Johansson.
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A study investigated union and firm preferences for bargaining outcomes in the Canadian private sector. In a survey, firm and union respondents were asked to rate the absolute importance of obtaining 12 categories of bargaining outcomes, such as union security, overtime and premium pay, technological change, and fringe benefits, if they were to negotiate an entirely new collective bargaining agreement with their current union or firm. A conceptual model of the process of bargaining outcome determination was presented. The results showed that firms ranked wages and pay guarantees, employee security, worker-management relationship, and hours and days of work categories the highest. The highest ranked categories by unions were employee security, union security, and wages and pay guarantees. The exploratory regression results for the determinants of individual outcome rankings revealed that different variables determined the rankings of the parties. Union characteristics, such as gender composition of memberships and affiliation, had differential effects on the rankings of the outcomes.
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Since the early 1980s, the worldwide expansion of product and capital markets has been cited as one of the singlemost significant factors driving the transformation of economic and social relations, both in industrialized countries as well as in the developing countries. Much of this process of economic transformation has been generated as a result of the conjunction of a set of changes in several mutually reinforcing, yet endogenous, factors. Policy makers could once meaningfully refer to an industrial relations system as being defined primarily at the level of a national or sub-national government jurisdiction. While researchers and policy makers still refer to the notion of an industrial relations system, the process of internationalization has clearly begun to erode the relevance of this concept at least in the sense of its traditional meaning.
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Contents: Adjustment and restructuring in Canadian industrial relations: challenges to the traditional system / Richard P. Chaykowski and Anil Verma -- Industrial relations in the Canadian automobile industry / Pradeep Kumar and Noah M. Meltz -- Industrial relations in the Canadian steel industry / Anil Verma and Peter Warrian -- Industrial relations in the Canadian mining industry: transition under pressure / Richard P. Chaykowski -- Industrial relations in the construction industry in the 1980s / Joseph B. Rose -- Industrial relations in the clothing industry: struggle for survival / Michael Grant -- Industrial relations in the Canadian textile industry / Terry Thomason, Harris L. Zwerling, and Pankaj Chandra -- Restraint, privatization, and Industrial relations in the public sector in the 1980s / Mark Thompson and Allen Ponak -- Industrial relations in elementary and secondary education: a system transformed? / Bryan M. Downie -- Canada's airlines: recent turbulence and changing flight plans / E.G. Fisher and Alex Kondra -- Industrial relations in the Canadian telephone industry / Anil Verma and Joseph M. Weiler -- Canadian industrial relations in transition / Richard P. Chaykowski and Anil Verma
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The work of Boivin (1992) and Meltz (1992) on the issue of industrial relations as a discipline is expanded by exploring the implications of this debate for graduate curricula. The debate over whether industrial relations constitutes a discipline is presented, and then some of the implications of the outcome of this debate for the development of industrial relations teaching units and curriculum content are discussed. The alternative organizational approaches to graduate-level study of industrial relations in Canada and the US are broadly characterized. Some of the factors giving rise to the wide variety of programs observed in both countries are presented. Like Boivin, undergraduate labor studies programs are not considered. Some of the factors influencing changes in program content are considered, and the implications of these for the future study of and instruction in industrial relations are discussed.
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Micro-data from a Canadian industrial union establishment are explored in order to ascertain the extent to which seniority rules determine job-change decisions.
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