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In this article, I draw on institutional theory to propose that a macro-societal market logic is shaping our understanding of the workplace trends of contingent work and overwork. This logic, in combination with specific societal changes, affects how workers experience such trends. Yet paradoxically, the market logic can be used to both support and oppose the trends, resulting in a conceptual stalemate. Research implications are discussed.

The present study investigated the impact of bumping on union member (N = 100) perceptions of job security, job satisfaction, organizational commitment, union commitment and organizational justice. Analysis revealed a negative correlation between bumping experience and organizational commitment and job satisfaction (at the .05 level). There was a similar negative relationship between bumping and both union commitment and organizational justice at the .10 level. MANCOVA found that organizational commitment and job satisfaction levels were higher for union members without bumping experience versus those with either direct or indirect bumping experience. No significant differences were found on any variable between union members who were directly involved in bumping and those who were indirectly involved.

Effective as of December, 2006, an end to mandatory retirement was legislated in Ontario. Prior to this move, some employers and labour organizations were opposed to eliminating mandatory retirement and expressed concern about the negative impact such a move would have on business and on individual workers. This exploratory descriptive study examines HR managers' (N = 415) perceptions of the impact of the elimination of mandatory retirement in Ontario. Compared with HR managers in organizations not practicing mandatory retirement, HR managers in organizations with a mandatory retirement policy reported their organization had significantly fewer HR practices in place tailored to older employees and would be significantly more likely to respond to the elimination of mandatory retirement by implementing new HR practices or by modifying existing HR practices.

The article reviews the book, "Disciplining Statistics: Demography and Vital Statistics in France and England 1830-1885," by Libby Schweber.

Collective Bargaining on Working Time: Recent European Experiences, edited by Maarten Keune, and Bela Galgoczi, is reviewed.

The article reviews the book, "Unexpected Power: Conflict and Change Among Transnational Activists," by Shareen Hertel.

The article reviews the book, "Caught in the Machinery: Workplace Accidents and Injured Workers in Nineteenth-Century Britain," by Jamie L. Bronstein.

The article focuses on the constitutional right to bargain collectively in Canada. Employers in Canada have adopted labour management policies that including resistance to and avoidance of collective bargaining, shifting from secure employment forms and increasing demand on the workforce. It mentions the Hospital Employees' Union (HEU) which had successfully fought a long battle to achieve pay equity for its largely female membership.

The article reviews the book, "No-Nonsense Guide to Tourism," by Pamela Nowicka.

This article is adapted from a presentation made at a meeting of policy experts of the Organization of Economic Cooperation and Development, and the Trade Union Advisory Council. The presentation provided the "trade union expert perspective" at the seminar held in Paris, October 17, 2007, entitled "Fair Labour Migration" from vision to reality." Tracing an alternative approach to understanding "global labour supply", the article makes links between jobless growth, trade and investment liberalization, and the increased use of temporary migrant workers around the world. The article concludes with proposals for a broad framework of change leading to decent work and sustainable development - in both the global North and the global South.

This study examines the links between personality and the relative attraction of various total rewards components. A survey approach is adopted, with 967 individuals completing a questionnaire. These individuals are currently employed. Results show that, after controlling for the effects of several demographic variables, "Big-Five" personality traits do affect individuals' attraction to the following total rewards components: quality of work and of social relationships, development and career opportunities, variable pay, indirect pay, flexibility of working conditions, and prestige. Among Big-Five personality traits, openness to experience best predicts the relative importance employees give to the various total rewards components.

The article reviews the book, "International and European Protection of the Right to Strike : A Comparative Study of Standards Set by the International Labour Organization, the Council of Europe and the European Union," by Tonia Novitz.

Analyzes the distinctive features of the Canada-Peru trade agreement in the context of accords with other nations.

The article reviews the book, "Liberty on the Waterfront: American Maritime Culture in the Age of Revolution," by Paul A. Gilje.

The article reviews the book, "The Cypress Hills: An Island by Itself," by Walter Hildebrandt and Brian Hubner.

The current review presents both postulated and empirically tested consequences of university unionization and labor strikes on the North American institution’s administration, faculty, and students. The review explores the impact of collective bargaining on employee working conditions including job security, academic freedom, university governance, and due process. More importantly, this review examines the much neglected issue of organizational work relationships in a unionized academic environment. The relationships discussed include those between faculty members, between the faculty and administration, between the faculty and the university as an institution, and between the faculty and their union. The threat of unionization and labor strikes to the professor–student or mentor–mentee relationship has been a central concern of those opposed to graduate student unions, and this issue is also addressed here. The text concludes with the identification of potential areas for future research.

The article reviews the book, "A Glowing Dream: A Memoir," by Roland Penner.

The article reviews and comments on several books including "Changing Governance of Local Economies," edited by Colin Crouch, Patrick Le Galès, Carlo Trigilia, and Helmut Voelzkow, "Convergence and Persistence in Corporate Governance," by Jeffrey N. Gordon and Mark J. Roe, and "The Global and the Local: Understanding the Dialectics of Business Systems," by Arndt Sorge.

There is a growing body of literature on the role and impact of unions in the developing world, and on their ability to mobilize members against a background of neo-liberal reforms. The South African trade union movement represents a source of inspiration to organized labour worldwide, but has faced many challenges over the years. This article engages with debates on union solidarity and worker democracy, and draws on the findings of a nationwide survey of members of the Congress of South African Trade Unions (COSATU) to explore the extent of fragmentation according to gender, age, skill level and ethnicity. The survey reveals regular participation in union affairs, democratic accountability, participation in collective action, and a strong commitment to the labour movement, but variation in levels of engagement between categories of union members indicates significant implications for union policy and practice.

The article reviews several books about labour including "Labor Movement: How Migration Regulates Labor Markets," by Harald Bauder, "Managing Labor Migration in the Twenty-first Century," by Philip Martin and Manolo Abella, and "International Migration: Globalization's Last Frontier," by Jonathon W. Moses.