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The Thought of Work, by John W. Budd, is reviewed.

The article reviews "International and Comparative Employment Relations: Globalisation and Change," 5th edition, edited by Greg J. Bamber, Russell D. Lansbury and Nick Wailes.

Industrial Relations, the Economy and Society, 4th edition, by John Godard, is reviewed.

The Canadian union certification system guarantees workers rights to organise, bargain collectively, and strike only when a majority of co-workers favours unionisation. This contravenes International Labour Organisation standards, in which the freedom to associate is unqualified by majority support. In recent years, the Supreme Court of Canada has drawn on ILO principles to interpret constitutional rights as covering organising and collective bargaining activities related to freedom of association under section 2(d) of the Charter of Rights and Freedoms. However, it has not as yet ordered Canadian governments to enact labour relations laws consistent with these new constitutional rights. Neither has there been a general call for such legislative change. Instead, many fear that statutory support for non-majority unionism would lead to multi-union representation and intensified inter-union competition, but fail to consider that sharing the workplace might actually promote inter-union cooperation against a common adversary in management. This study addresses this shortcoming by looking at the extent and nature of inter-union collaboration in New Zealand, where non-majority, non-exclusive representation exists already. Collaboration was found to be common, not only over bargaining and lobbying, but also in organising. Implications for Canada are explored.

The article reviews the book, "La confiance en gestion : un regard pluridisciplinaire," by Anne Gratacap and Alice Le Flanchec.

This paper situates Canada’s Seasonal Agricultural Worker Program (SAWP) within the policy and scholarly debates on “best practices” for the management of temporary migration, and examines what makes this programme successful from the perspective of states and employers. Drawing on extensive qualitative and quantitative study of temporary migration in Canada, this article critically examines this seminal temporary migration programme as a “best practice model” from internationally recognized rights-based approaches to labour migration, and provides some additional best practices for the management of temporary labour migration programmes. This paper examines how the reality of the Canadian SAWP measures up, when the model is evaluated according to internationally recognized best practices and migrant rights regimes. Despite all of the attention to building “best practices” for the management of temporary or managed migration, it appears that Canada has taken steps further away from these and other international frameworks. The analysis reveals that while the Canadian programme involves a number of successful practices, such as the cooperation between origin and destination countries, transparency in the admissions criteria for selection, and access to health care for temporary migrants; the programme does not adhere to the majority of best practices emerging in international forums, such as the recognition of migrants’ qualifications, providing opportunities for skills transfer, avoiding imposing forced savings schemes, and providing paths to permanent residency. This paper argues that as Canada takes significant steps toward the expansion of temporary migration, Canada’s model programme still falls considerably short of being an inspirational model, and instead provides us with little more than an idealized myth.

Subjective career success has beneficial consequences on several individual and organizational outcomes. It is closely related to what people value as important at work, but maybe more difficult to achieve when they experience workplace discrimination. Using a sample of 300 women employees working in a large French company, we thus investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it. We discuss the theoretical and practical implications of these findings.

The global financial crisis beginning in 2008 resulted in a ballooning public debt and government efforts to constrain public expenditures. Responses to the financial crisis and its impact on human services in Ontario demonstrate the complex interactions across key actors -- employers, government, unions, and family advocates. The case explores the role of end-users, including families and people with developmental disabilities, as actors in the industrial relations system. At the strategic level, end-users have precipitated significant public policy changes, including the closure of large, state-run institutions. End-users have displaced agency managers as employers at the organizational level. Finally, the case shows how end-users have changed the nature of the work process itself, shifting direct support from custodial care to a model of individual and community development.

The article reviews the book, "Canadian Immigration: Economic Evidence for a Dynamic Policy Environment," edited by Ted McDonald, Elizabeth Ruddick, Arthur Sweetman, and Christopher Worswick.

The future of worker health and safety as a fundamental human right is dependent upon revitalizing labor rights in the working environment. A new global direction is needed to move the international norms and in turn national labor policy models away from market voluntarism and towards models that protect human rights in the working environment as first principles. What is needed is a foundational dialog on the boundaries of labor rights as they relate to the working environment because the current international labor and human rights jurisprudence is lacking. --From author's conclusion

Background: This article introduces the idea of human rights to the topic of workers' compensation in the United States. It discusses what constitutes a human rights approach and explains how this approach conflicts with those policy ideas that have provided the foundation historically for workers' compensation in the United States. Methods: Using legal and historical research, key international labor and human rights standards on employment injury benefits and influential writings in the development of the U.S. workers' compensation system are cited. Results Workers' injury and illness compensation in the United States does not conform to basic international human rights norms. Conclusions: A comprehensive review of the U.S. workers' compensation system under international human rights standards is needed. Examples of policy changes are highlighted that would begin the process of moving workers' compensation into conformity with human rights standards.

The article reviews the book, "When the State Trembled: How A.J. Andrews and the Citizens' Committee Broke the Winnipeg General Strike," by Reinhold Kramer and Tom Mitchell.

La théorie de l’action raisonnée et les modèles du roulement volontaire ont toujours considéré l’intention de quitter son emploi pour un autre employeur comme le meilleur prédicteur du roulement de personnel. Cependant, dans les faits, les employés disposent de deux autres options, à savoir progresser vers un autre emploi au sein de leur entreprise (roulement interne) ou encore rester dans leur emploi actuel pour une certaine période. Dans une perspective de prévention du roulement, la recherche aurait avantage à identifier des profils d’intentions en fonction de ces trois options. La présente étude vise à vérifier si les employés présentent des profils d’intentions différents et si leur satisfaction au travail, leurs comportements de recherche d’emploi et les taux de roulement volontaire et interne diffèrent selon ces profils.L’analyse des résultats recueillis auprès de 434 agents issus de trois centres d’appels suggère l’existence de quatre profils d’intentions à peu près équivalents en nombre : (1) rester dans l’emploi actuel (forte intention de rester dans l’emploi actuel, faible intention de progresser à l’interne et faible intention de quitter à l’externe); (2) rester en attendant de progresser (forte intention de rester dans l’emploi actuel, mais forte intention de progresser à l’interne et faible intention de quitter à l’externe); (3) priorité à la progression (faible intention de rester dans l’emploi actuel, forte intention de progresser à l’interne et faible intention de quitter à l’externe); (4) priorité à la mobilité (faible intention de rester dans l’emploi actuel, forte intention de progresser à l’interne et de quitter à l’externe).Les résultats de l’étude montrent que ces quatre profils d’intentions présentent des niveaux de satisfaction au travail et des comportements de recherche d’emploi différents. De même, les taux de roulement volontaire du personnel et le taux de roulement interne, mesurés un an plus tard, diffèrent selon les profils d’intentions. // Studies of public administration question more and more the idea of convergence toward a single model of reform and many challenge the existence of a coherent set of policies and practices subsumed under the label New Public Management. There does exist, however, a growing consensus that reform has generally meant a degradation of working conditions for public sector employees. The study contributes to this body of knowledge by demonstrating the variability of restructuring practices within a single public administration and the variability of outcomes for employees within the same reform framework. Observations and analysis are drawn from a study of the implementation of a Modernization Plan set in motion in 2004 by the provincial liberal government. First, the results allow the researchers to identify six configurations ranging from a quasi status quo. Second, their research shows also that these diverse configurations led to differentiated results for public sector workers.

The article reviews the book, "Histoire des relations du travail dans la construction au Québec," by Louis Delagrave.

The rise of the New Economy has restructured work, necessitated changing skills requirements, as well as spurred new training needs amongst employees. Such new skills and training needs are prerequisites to survive and thrive in the New Economy. Importantly, these skills and training are also prerequisites for upward mobility in a system of inequality. This paper illustrates the case of Malaysian tellers as the Malaysian banking industry operates in the New Economy. Although the New Economy and the emergence of the sales culture requires Malaysian tellers to be more knowledgeable, this paper argues that due to their unionised status and given their positions at the bottom rung of the occupational hierarchy, tellers in Malaysia are disadvantaged and often excluded in the process of training and knowledge acquisition.

The article reviews the book, "The New Mole: Paths of the Latin American Left," by Emir Sader.