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This paper examines examples of two different intellectual traditions within which Canadian strikes are interpreted. The distinctiveness of the two traditions becomes most clear in reactions to a paper by Crispo and Arthurs (1968) on industrial conflict in the mid i960*s. Each tradition involves assumptions about the nature of industrial conflict. In neither of the examples discussed from the two traditions, however, is the adequacy of the assumptions really established. Despite the fact that these two traditions assert entirely contradictory characterizations of Canadian strikes, there appears to be no serious dialogue between the exponents of either position.
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It is widely believed that both economic security and management policies that foster employee trust increase the willingness of employees to be flexible with respect to work practices and to accept economic policies that foster competition in product markets. These claims, however, rest either on fairly indirect evidence - an apparent association between the presence in countries of institutions that provide economic security and better performance on one or another macroeconomic indicator - or on a series of generally sketchy case studies. In this article relevant data are analyzed from a representative sample of pulp and paper industry employees in Canada. The results provide only weak support for claims with respect to the effects of employment security and trust, thus suggesting some modifications to the standard interpretation.
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The article reviews the book, "Managing Innovation: A Study of British and Japanese Factories," by D. H. Whittaker.
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This research uses data from a large Canadian research university to explore the sources of the gender pay gap. It is the first analysis of the joint impact on the pay gap of two recent factors: the increased use by universities of market supplements and the implementation of the Canada Research Chairs program. In addition, it considers both individual and structural determinants of the remuneration gap, something few other studies have done. We examine the contributions to the gap of the following: base pay, promotion to full professor, access to market supplements, and amounts of market supplements. We show that the effects of these factors vary with the proportions of female faculty members within units and that the magnitude of gender differences may vary with the degree of formalization in remuneration practices.
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In the debates about the relationship between labor flexibility and employment security, the actual strategies managers employ under different policy regimes tends to be overlooked. The nature of deployment strategies that managers employ for their retained labor force in production plants in Canada and Sweden in 3 industrial sectors - steel, pulp and paper and telecommunications - is examined. While Canadian managers have greater access to external markets and make greater use of layoff-recall strategies and overtime than their Swedish counterparts, deployment strategies within plants tend to require more formal negotiations, especially within unionized plants. Swedish managers can carry out changes in labor deployment in a more informal manner, particularly with respect to job responsibilities and new skills training. Swedish managers face more difficulties than their Canadian counterparts in altering quantities of labor.
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