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The article reviews the book, "Working Girl Blues: The Life and Music of Hazel Dickens," by Hazel Dickens and Bill C. Malone.

Growing Older, Working Longer: The New Face of Retirement, by Monica Townson, is reviewed.

The article reviews the book, "La face cachée des conditions de travail : les situations d'atteintes à la santé psychologique," by Lucie France Dagenais in collaboration with Sabrina Ruta.

The McDonald's labour management strategy is widespread in the fast food industry. Literature that is critical of the approach often portrays the work as low paid, unchallenging and uninteresting. Others argue that industry jobs provide an enhanced resume, training opportunities, and the possibility of a career. Rather than being inherently disadvantageous or beneficial, it is possible that fast food employment addresses the needs and aspirations of some more than others. This article proposes such a view in relation to teenagers. It poses the question: what are the characteristics of those who are suitable for industry work? Surveys are used to develop a statistical profile of ideal workers. Findings have implications for stakeholder decision making and offer an empirical perspective of a contentious issue that attracts opinion and speculation. Results indicate that developmental change and an overt inclination to choose a fast food career are key considerations in determining employee suitability.

New Employment Actors: Developments from Australia, edited by Grant Michelson, Suzanne Jamieson and John Burgess, is reviewed.

Up in the Air: How Airlines Can Improve Performance by Engaging their Employees, by Greg J. Bamber, Jody H. Gittell, Thomas A. Kochan and Andrew Von Nordenflycht, is reviewed.

The article reviews the book, "Class and the Color Line: Interracial Class Coalition in the Knights of Labor and the Populist Movement," by Joseph Gerteis.

Le Canada et le Québec ont procédé, depuis le milieu des années 1990, à des changements importants de leur système de protection sociale ; les objectifs visés par ces réformes ont été de contrôler les dépenses publiques ou d’atteindre le déficit zéro, d’augmenter l’efficacité des politiques sociales, en particulier par rapport à l’incitation à l’emploi, et de garantir des conditions de vie convenables. Ceci s’est traduit par une restructuration de plusieurs dispositifs de protection sociale qui s’est réalisée par la reconfiguration des paramètres de protection et par l’activation de ces mêmes dépenses sociales. Pour comprendre cette restructuration, cet article analyse les changements introduits dans certains dispositifs de sécurité du revenu que sont le dispositif de l’assurance chômage, le régime universel des allocations familiales et le système d’assistance sociale, tant au niveau fédéral que québécois. Pour rendre compte de cette démarche, le texte a été divisé en trois parties : la première porte sur la reconfiguration de chacun des dispositifs, la deuxième sur l’activation des dépenses sociales et la troisième introduit des éléments d’analyse vis-à-vis cette restructuration récente des politiques sociales. Le texte est traversé par une question, celle de savoir si ces réformes traduisent un virage néo-libéral dans le sens d’un désengagement de l’État et d’une érosion des droits sociaux ou s’il vaut mieux plutôt y voir une réorganisation, une modification de son architecture, traduisant un changement de paradigme ou de référentiel dans le sens d’un État social actif ou d’investissement social.

Alors que la confiance organisationnelle est appréhendée comme un élément central à toute relation d’échange, elle n’a pas été étudiée dans le cadre d’une approche globale de l’échange social employeur-employé. Cet article vise à préciser le concept de confiance organisationnelle et à montrer son rôle lorsque l’organisation fait preuve de bienveillance à l’égard de ses employés. Le rôle médiateur de la confiance entre le soutien organisationnel perçu et les attitudes au travail est tout particulièrement étudié. Les résultats obtenus auprès de 249 cadres et gestionnaires confirment que la confiance en l’organisation est au coeur du processus d’échange social, et se présente comme une variable intermédiaire nécessaire pour expliquer l’engagement organisationnel et l’intention de quitter l’entreprise.

Dependent Self-Employment: Workers on the Border between Employment and Self-Employment, by Ulrike Muehlberger, is reviewed.

Pensions at Work: Socially Responsible Investment of Union-Based Pension Funds, edited by Jack Quarter, Isla Carmichael and Sherida Ryan, is reviewed.

The article reviews the book, "Renegades: Canadians in the Spanish Civil War," by Michael Petrou.

The article reviews the book, "What's New: Memoirs of a Socialist Idealist," by Ben Swankey.

This paper will review the historical development of professionalism as a contested construct in the public education project and briefly explain how it was employed to achieve the right to strike for Ontario’s public school teachers in 1973. Although all six teachers’ unions are included in the study, the more particular standpoint is from the elementary teachers’ unions, the Federation of Women Teachers’ Associations of Ontario and the Ontario Public School Men Teachers’ Federation, as it is from their archives that the research was gathered.

The article reviews the book, "Fair Future: Resource Conflicts, Security and Global Justice," by Wolfgang Sachs and Tilman Santarius.

The article reviews the book, "Canada's Rights Revolution: Social Movements and Social Change, 1937-1982," by Dominique Clément.

The article reviews the book, "A Farewell to Alms: A Brief Economic History of the World," by Gregory Clark.

The article reviews the book, "Cross-Border Social Dialogue and Agreements: An Emerging Global Industrial Relations Framework?," edited by Konstantinos Papadakis.

In the first part of this paper, the author reviews the historical development of the right to strike in international instruments. In his view, that process was shaped during the Cold War by an artificial dis- tinction between socioeconomic rights and civil and political rights, resulting in a narrow interpretation of freedom of association. The author argues that while workers' rights have more recently been con- ceived of asfundamental human rights, an emphasis on social justice is equally necessary. In this context, the right to strike is critical to main- taining an equilibrium of power between labour and capital, and thus to protecting the dignity and human rights of workers. Turning to the chal- lenges posed by globalization, the author suggests that countries can gain a "comparative institutional advantage" by pursuing a program of rights-based regulation or "regulated flexibility." On this view, employ- ment rights - including the right to strike - are beneficial to economic development. The question, then, is whether constitutionalizing the right to strike is the best way to ensure Canada's comparative advantage. In considering this question, several issues arise, including whether consti- tutionalization would lead to excessive limitations on the right to strike; whether it would undermine the majoritarian character of our collective bargaining system; and whether the application of abstract constitu- tional principles by judges is a suitable way of settling labour disputes.

Over the past twenty years, International Labour Standards have been cited increasingly as the authoritative, worldwide body of jurisprudence on workers' rights as human rights. Continuing the debate on what constitutes labor rights, the author contrasts the definition of workers' rights under international human rights standards with U.S. labor history's notion of “pure and simple unionism,” examining the boundaries of rights defined by international standards in a comparative historical context. The standards examined include workers' right to organize; coercive employer speech; access to employer premises; nonmajority representation; the right to strike, picket, and boycott; union security clauses; the scope of bargaining; government enforcement; and the legal doctrine of employer association rights. Aligning U.S. labor relations law with international human rights standards would in part be a social advancement, but significant aspects of the standards advocate pure and simple unionism more than the original National Labor Relations Act, raising questions about how labor movements should use international standards as advocacy tools and public policy goals.