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This article reviews the book, "Le stress au travail, un enjeu de santé," by Patrick Légeron.

This article reviews the book, "The Emerging Industrial Relations of China," edited by William Brown and Chang Kai.

The industrial relations (IR) field in Canada and the United States (US) emerged in the late 1910s-early 1920s and is thus on the cusp of its 100th anniversary. The impetus for the creation of the IR field was growing public alarm in both countries over the escalating level of conflict, violence, and class polarization in employer-employee relations. The two countries established federal-level government investigative committees, the Royal Commission on Industrial Relations (1919) in Canada and the Commission on Industrial Relations (1911-1915) in the US, to travel cross-country, gather evidence, and report their findings and overall evaluation. To commemorate the IR field’s centenary, this paper conducts the same type of cross-national ER evaluation, but with modern methods. First, this exercise requires a formal evaluation instrument, like a physical exam worksheet. Adopted is a modified version of a balanced scorecard. Second, the scorecard’s framework and questions should be theoretically informed. The framework used is a modified version of the diagrammatic model of an IR system presented by Mackenzie King in Industry and Humanity (1918). The third step is to fill in the scorecard with data from individual workplaces, which are obtained for the US from a new nationally-representative survey of 2000+ workplaces, the State of Workplace Employment Relations Survey (SWERS). The fourth step is to aggregate all the diagnostic measures to obtain a summary numerical estimate for each of the companies of its state of ER performance and health. Based on a 1-7 (7 = highest) scale, then converted to F to A grades, we find that the average ER grade given by managers is B+ and by employees C+. The company scores are graphed in a frequency distribution that visually represents, for the first time in the literature, the lowest-to-highest pattern of employment relations performance and health across the US.

This article reviews the book, "History from the Bottom Up and the Inside Out: Ethnicity, Race, and Identity in Working-Class History" by James R. Barrett.

Organizational learning can be a key shared value that perpetuates the family's and the family firm's culture across generations. Imprinting theory helps to explain the impact that lessons learned and transmitted can have on the development of human resources in the family firm. However, the results of imprinting may not necessarily be positive, particularly when imprinting manifests itself in negative processes and expectations. Whereas imprinting and organizational learning are often associated with a “positive halo effect,” they have the potential to result in negative behaviors and deleterious firm-level outcomes. Employing imprinting theory as a framework, we highlight the potential dark side of imprinting within the family firm context and how it can damage human resource efforts and threaten company performance and firm survival. Finally, we suggest how bad habits may be broken and replaced with more effective routines so as to ensure the family firm's continuity and success.

This research note examines the authors’ graphic history Showdown! Making Modern Unions to build on recent scholarship about the pedagogical use of comics by considering the tools and possibilities this medium opens up to professional historians regarding the treatment of primary sources. We suggest that graphic histories enable strategies for using primary sources that actually enhance and popularize the ways historians can effectively use evidence, particularly in terms of building the critical consciousness of an expanded base of readers. Employing the comics theory concept of closure, we show graphic history to be uniquely situated to allow historians and readers to become actively engaged with and derive meaning from primary sources in a way not possible in other forms of historical writing. Examples from Showdown! are used to show the depth and breadth of these methodological possibilities.

In 2013, the Supreme Court of Canada ruled that three sections of the Criminal Code of Canada pertaining to sex work were unconstitutional. In response to this ruling—otherwise known as the Bedford Decision—the Conservative government introduced the Protection of Communities and Exploited Persons Act (PCEPA) in 2014. In this paper, I ask: to what extent does the Protection of Communities and Exploited Persons Act meet its stated goal of addressing the health and safety of those who “engage in prostitution”? In exploring this question, I first trace the legal terrain leading to the PCEPA’s conception. Following this, I show that the PCEPA has failed to address its stated goals in two central ways. First, by co-opting the progressive framing of the Bedford Decision in a way that obscures the situations of violence it seeks to address, and second, by making the most precarious category of sex work even more dangerous through its implementation. In order to render the actual foundations of the PCEPA visible, I draw upon critical race and feminist theory. Through this analysis, I show how gendered and racialized hierarchies regulate violence along and within the sex work spectrum. Overall, this paper argues that the PCEPA has failed to address the health and safety of “those engaged in prostitution,” and instead, has facilitated racialized patterns of gender violence against vulnerable populations.

This artcile reviews "Documentaries: Poems" by Walter Hildebrandt.

The article reviews the book, "On Durban's Docks: Zulu Workers, Rural Households, Global Labor," by Ralph Callebert.

Using data from the 2011 National Household Survey, the present analysis seeks to provide a recent estimate of aboriginal/non-aboriginal earnings disparities for a sample of employees who work full-time, full-year. Wage gaps are estimated and decomposed at the mean for several aboriginal identity groups as well as those living on- and off-reserves. consistent with previous research, the results of the present analysis find earnings disparities are, in general, larger for aboriginal identity respondents (i.e. those who identify themselves as aboriginal persons), as opposed to those who report having aboriginal ancestry, but who do not identify as aboriginal persons. among aboriginal identity groups living off-reserve (First Nations, Métis and Inuit), First Nations experience the largest earnings inequality, followed by Inuit males and Métis. aboriginal identity respondents living on-reserve experience by far the largest earnings disadvantage of all the groups considered in the analysis. the study concludes by discussing the implications of the findings for future research, with an emphasis on the importance of addressing the potential role of discrimination in labour markets.

Objective: To compare occupational health and safety (OHS) vulnerability of recent Canadian immigrants and workers born in Canada. Methods: Recent immigrants (n = 195) were recruited at four settlement agencies in Southern Ontario, and non-immigrants in Ontario (n = 1030) were contacted by phone and email by a third-party survey provider. The questionnaire measured OHS vulnerability using a 27-item measure and collected sociodemographic and workplace information. Responses were used to evaluate one overall and three specific (policy and procedure, awareness, and empowerment) measures of OHS vulnerability. Log-binomial models compared the overall and policy and procedure-, awareness- and empowerment-related vulnerability of recent immigrants to non-immigrant workers. Models were adjusted for demographic and workplace characteristics. Results: New immigrants experience statistically elevated levels of overall (adjusted risk ratio [ARR] = 1.60, 95% CI 1.23-2.07) and empowerment-related vulnerability (ARR = 1.54, 95% CI 1.09-2.17). Compared to workers born in Canada, immigrants also report elevated levels of policy and procedure vulnerability (ARR = 1.37, 95% CI 0.98-1.92), although this estimate did not meet traditional criteria for statistical significance. Conclusions: This study uses a novel multi-dimensional measure to identify how differences in workplace context place recent immigrant workers at increased risk of work-related injury or illness. Recent immigrant workers experience increased risk of OHS vulnerability. In particular, this vulnerability results from exposure to hazards in combination with inadequate levels of empowerment to protect themselves in the workplace. Policy-makers, advocates, and employers should implement strategies that not only build workplaces where occupational hazards are minimized but also ensure immigrant workers are empowered to act on their workplace rights and engaged to improve workplace safety.

The article reviews the book, "The Great Labour Unrest: Rank-and-File Movements and Political Change in the Durham Coalfield," by Lewis H. Mates.

This article reviews the book, "The Life of Ellen Wilkinson, Socialist, Feminist, Internationalist" by Laura Beers.

While expert knowledge is a crucial resource for large science-based companies, management of the specific population of experts remains a sensitive issue for the HRM. In order to recognize and retain these employees, companies traditionally implement a dual ladder—a career management tool that proposes an alternative technical career track to the managerial one, thus allowing recognition of an expert status in the organization. However, multiple studies have demonstrated that the implementation of a dual ladder does not bring the expected results. While previous research has investigated the individual aspirations of experts as possible reasons for their dissatisfaction with this managerial tool, we show the importance of the collective dimension of expertise and claim that the latter is insufficiently supported by HRM practices. Drawing on a case study in a large multinational firm, we explore the consequences of individualized practices on expert work and discuss the role of HRM in dealing with so-called “hero-based” management. The findings show that individualized practices could endanger the learning and innovation capacities of the firm and compromise processes such as decision making and problem solving. It could also jeopardize the continuity of expertise from a long-term perspective as younger generations refuse to align with a “hero-based” culture. Despite such a strategic challenge, HR managers experience difficulties in reinforcing the collective dimension of expertise. This opens up new perspectives for the HRM function that could lead the management of experts towards new horizons by supporting the fragile equilibrium between “agency” and “communion” in expertise processes.

The article reviews and comments on the books, "Against Labor: How U.S. Employers Organized to Defeat Union Activism," edited by Rosemary Feurer and Chad Pearson, and "Political Economy of Labor Repression in the United States," by Andrew Kolin.

The article reviews the book, "'We Are All Fast-Food Workers Now': The Global Uprising against Poverty Wages," by Annelise Orleck.

This article reviews the book, "How Capitalism Destroyed Itself: Technology Displaced by Financial Innovation," by William Kingston.

The article reviews the book, "Global Labour Studies," by Marcus Taylor and Sébastian Rioux.

The purpose of this article is to highlight the role that Izzat played in the unfolding industrial disputation that emerged at the Toyota plant in Bangalore between 1999 and 2007. Isolated instances contributed to a build-up of employee and community resentment at what was perceived as an attack on Izzat. Behind the events is the attempt to transpose Japanese “lean production and management systems” into an Indian subsidiary where local industrial and cultural conditions were not suitable for the imposition of such practices from headquarters to a subsidiary. The result of the analysis contributes to the understanding of workplace industrial relations (IR) in India and the centrality of Izzat. Within India, the significance of trade unions; the respect of employees; the importance of family and community; the importance of seniority; and the role of respect and honour are factors that multinationals often fail to understand in the design and implementation of their production and HRM systems. The study contributes to the debate over the transferability of standardized HRM policies and practices. MNEs should play a proactive role in supporting the employees of subsidiaries to adjust to and accommodate new paradigms in workplace industrial relations. The aggressive production and HRM practices at the Toyota plant were not compatible with the norms and cultural institutions of the Indian workforce. One of the key implications of this research is that foreign production, organizational and industrial relations systems and practices cannot be transplanted into host-country environments without the due recognition of key cultural conditions, notably Izzat in India.

The article reviews the book, "Women's ILO: Transnational Networks, Global Labour Standards and Gender Equity, 1919 to Present," edited by Eileen Boris, Dorothea Hoehtker, and Susan Zimmermann.