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Restructuring and the associated political program have thrown British unions onto the defensive. Structural employment shifts have created an imperative for recruitment in previously unorganized areas and, although employers have tended not to reject an established union presence, moves to decentralize bargaining have rendered inappropriate some forms of union organization. In broad terms, 3 interlinked tensions will effect future policy development with each union. They concern: 1. administration and support, 2. individualism and collectivism, and 3. participative and parliamentary forms of representation. A review of policy initiatives since 1979 identifies several shortcomings and suggests that attempts to establish a new agenda have only just begun.
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The article reviews the book, "Shades of Right: Nativist and Fascist Politics in Canada, 1920-1940," by Martin Robin.
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The article reviews the book, "The New Politics of British Trade Unionism: Union Power and the Thatcher Legacy," by David Marsh.
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In the US, union growth ultimately occurs, or fails to occur, at the level of the union representation election. The phenomenon of unionization is examined using data from 6 union certification election cases (3 union wins and 3 union losses) in the US. The study draws upon the "integrative theory" of industrial conflict set out in Wheeler (1985). This theory aims at a broad based understanding of such phenomena as organizing and strikes, drawing upon knowledge from a number of disciplines, and attempts to integrate them into a single model. The comparative case study assessment suggests that a union win is related to employee deprivation, calculation as to union effectiveness, instrumentality perceptions, and attitudes about unions. In general, the results are somewhat supportive of the theory and suggest avenues for future research.
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Research note on the factors that explain leaving the management and the importance of a career.
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Le but de cette étude est d'évaluer dans quelle mesure la décentralisation d'un service de ressources humaines a un impact sur la satisfaction de ses clients. Une enquête par questionnaire a été réalisée dans deux organisations du secteur public fédéral (l'une possédant un service centralisé et l'autre ayant opté pour une structure décentralisée). À partir d'un échantillon de 496 répondants, l'analyse statistique révèle que la satisfaction des clients envers leur service de ressources humaines est influencée positivement par la décentralisation, mais que cette relation est modérée par l'endroit de travail des clients (impact positif sur la satisfaction des clients en région). L'analyse montre également que la consultation et la flexibilité constituent deux facteurs explicatifs qui entrent enjeu seulement dans une structure décentralisée pour expliquer la satisfaction des clients.
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The article reviews the book, "Time and Money: The Making of Consumer Culture," by Gary Cross.
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The article reviews the book, "Sisters of Solidarity," by Julie White.
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The introduction of mass production transformed many skilled tasks into repetitive and monotonous jobs. In industries such as automobiles, the workforce remained predominantly male despite contemporary assessments that women could efficiently do many of these jobs. This article explores why. It is argued that employers such as Ford concluded that the conversion of labor time into effort would be more difficult in a mixed-gender workforce. The paper shows how Ford developed a fraternalist labor strategy, a men's club, whose objective was to accommodate men to monotony and maximize labor productivity.
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English/French abstracts of articles in the issue.
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English/French abstracts of articles in the issue.
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List of recent publications by the Committee.
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The article reviews the books, "New Women for God: Canadian Presbyterian Women and Indian Mission, 1876-1914," by Ruth Compton Brouwer, and "A Sensitive Independence: Canadian Methodist Women Missionaries in Canada and the Orient, 1881-1925," by Sheila Andrew.
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