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The article reviews the book, "Laporte, Pierre, Le traité du recours à l'encontre d'un congédiement sans cause juste et suffisante."
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The article reviews the book, "Les Normes du travail," by Jean-Louis Dubé and Nicola D'Iorio.
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The article reviews the book, "Les Normes internationales du travail. Manuel d'education ouvrière," 3rd edition, by Bureau internationale du travail.
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The article reviews the book, "Workplace justice: employment obligations in international perspective," edited by H.N. Wheeler and J. Rojot.
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The article reviews the book, "The New Labor Press. Journalism for a Changing Union Movement," edited by by Sam Pizzigati and Fred J. Solowey, eds.
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A study examines the determinants of union commitment using correlation, regression, and path analysis techniques as commonly employed. Emphasis is given to the potential differences which may stem from the use of alternative statistical techniques. Given increased use in industrial relations of regression methods, and more recently of path analysis methods, it is important to understand the extent and nature of differences that may be methodology-related. For the particular model and data analyzed, differences in inferences from the alternative methods are relatively minor when comparing the regression and path analysis results, but these 2 methods yield results substantially different from those generated by correlational methods. The overall substantive conclusion inferable from the analyses is that the general attitude towards the unions is the major determinant of union commitment levels.
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The article reviews the book, "Rethinking Labour-Management Relations: The Case for Arbitration," by Christopher J. Bruce and Jo Carby-Hall.
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In contrast to those who would argue that human resource management (HRM) is only compatible with weak unions or the absence of unions, or that it exists where union avoidance is not an option, there is a large body of industrial relations opinion that asserts that strong, autonomous unions are not only compatible with these innovations, but even necessary to their successful development. One of these industrial relations specialists, Mansell (1987), has also identified several firms that have implemented what she calls Socio-Technical Systems (STS) in unionized settings in Canada. These are Shell, Eldorado Resources, Inco Metals, Xerox, Dominion Stores, and Willet Foods. These cases, which it has been argued illustrate the compatibility of strong unions and HRM reforms, are examined. Each case illustrates the incompatibility of HRM and strong unions and explains why this is so.
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The article reviews the book, "Employment Contracts: New Zealand Experiences," edited by Raymond Harbridge.
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The article reviews the book, "We the People: Voices and Images of the New Nation," by Alfred F. Young, Terry J. Fife, and Mary E. Janzen.
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This article examines the creation and shaping of an occupation--public school teaching--in 19th century British Columbia. It represents teaching as a contractory endeavour organized around the reproduction of labour power. Drawing upon secondary accounts of teaching and state formation (supplemented with representative documents from the period of concern), the article emphasizes how struggles between different segments of the teaching force and state representatives emerged around changing moral and technical priorities. In the context of state formation and subsequent industrial development, teaching was transformed by the end of the 19th century from a relatively autonomous occupation to a highly regulated and segmented force of dependent state employees.
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The article reviews the book, "Making Fast Food: From the Frying Pan into the Fryer," by Ester Reiter.
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Focusing on 117 union locals that had collective agreements for part-time and full-time workers in Ontario, a study showed that negotiation issues varied for part-time workers depending on their occupation. Those in non-professional occupations wanted to limit the number of percentage of part-time work in the bargaining units, while for professionals this was an unimportant negotiation issue. Negotiating the same wages and benefits for part-time and full-time workers, and equality in filling full-time vacancies, were similarly important for both groups of workers. Equality in access to employer-sponsored training programs to prepare for advancement to higher grades and other job opportunities was the least important negotiation issue for all respondents.
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The article reviews the book, "Women and Unions : Forging a Partnership," edited by Dorothy Sue Cobble.