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The article reviews the book, "Hollywood Utopia," by Justine Brown.

Largement dominant à l’époque de la production industrielle dans l’entreprise hiérarchisée, le contrat de travail à durée indéterminée comme mode de régulation des relations de travail est aujourd’hui doublement fragilisé par l’organisation des entreprises sous forme de réseaux et par le recours à des outils de la responsabilité sociale de l’entreprise qui visent à réguler les relations de travail dans ces réseaux. L’objectif de cet article est d’analyser les enjeux de l’émergence de cette nouvelle forme de régulation pour le droit du travail. Le recours aux instruments de la responsabilité sociale renforce-t-il la crise du droit du travail ou, au contraire, permet-il de l’atténuer ? En d’autres termes, faut-il considérer que la responsabilité sociale concurrence les normes du droit du travail, ou peut-elle utilement les compléter, voire même leur donner une opportunité de renouvellement dans le contexte difficile des entreprises en réseaux ?

The article reviews the book, "Innovation and Knowledge Creation in an Open Economy: Canadian Industry and International Implications," by John R. Baldwin and Petr Hanel.

Cette étude s’intéresse aux déterminants et aux incidences de la rémunération basée sur les compétences. Les données ont été colligées par questionnaire auprès de 189 responsables de la gestion des ressources humaines à l’emploi d’entreprises du secteur privé comptant plus de 200 employés. Les résultats confirment que l’adoption de la rémunération basée sur les compétences est positivement reliée à la culture de gestion participative. Après avoir contrôlé pour la taille de l’entreprise et la présence syndicale, les résultats montrent que, comparés aux autres, les répondants qui sont à l’emploi des organisations où l’on adopte la rémunération des compétences sont statistiquement plus portés à estimer (a) que leur organisation est plus performante tant sur le plan de la finance que des ressources humaines et (b) que leur processus de gestion du rendement est plus efficace tant pour réaliser la stratégie d’affaires que pour traiter équitablement le personnel.

The article reviews the book, "Collective Bargaining and the Social Construction of Employment," edited by Mateo Alaluf and Carlos Prieto.

The article reviews the book, "Temps, travail et modes de vie," by Michel Lallement.

Minimum labor standards are legally established standards that apply to most employers and employees and include minimum wages, maximum hours of work, overtime, and paid time off. The regulation of minimum standards in Ontario was consolidated within the Ontario Employment Standards Act in 1968. While the provincial minimum standards of the late 19th and early 20th century have been well documented, the regulation of minimum standards during the postwar period has received little scholarly attention. This article explores the development of minimum standards legislation in Ontario from the immediate postwar years to the enactment of the Employment Standards Act. Social forces both internal and external to the state pressured for the enactment of comprehensive legislation to provide some statutory protection for the most vulnerable workers in the province. However, the ways in which the state negotiated the tensions associated with providing social protection for nonunionized workers, while at the same time minimizing interference in the market, severely compromised the capacity for the legislation to provide protection for the "pockets of exploitation" they were intended for. Further, this approach to minimum standards supported and reproduced patterns of gendered and racialized segmentation within a labor market that was built around the norm of the standard employment relationship and thereby ensured standards of a secondary status for workers with the least bargaining power.

The book, "Waterfront Blues: Labour Strife at the Port of Montreal, 1960-1978," by Alexander C. Pathy, is reviewed.

Toronto’s quest to host the Summer Olympic Games has dominated both contemporary planning discourse and practice. For some, the pursuit of the games embodies Toronto’s transformation into a ‘competitive’ global city. Relatively unexplored in this discourse are the contradictory roles that labour plays in contemporary urban development. I argue that the new labour geography can provide some interesting insights into such processes. Specifically, labour geographers have given workers with divergent interests greater agency in shaping economic landscapes and have noted the multi-scalar organisation of labour. The paper looks at the contradictory and conflicting positions held by different labour unions in Toronto toward the city’s bid to host the 2008 Olympics. The case study suggests that labour is an active agent in processes shaping contemporary Toronto and support the bid for complex reasons ranging from the promise of jobs to potential future organising opportunities.

The article reviews the book, "G-Strings and Sympathy: Strip Club Regulars and Male Desire," by Katherine Frank.

The study examines the incidence of abusive events at work and compares the self-rated health (SRH) assessments of young workers according to whether they have been victims or not. Subjects and materials were extracted from a data set covering the environmental and health conditions of the population of the Ostergotland region in Sweden. The focus was unpeople in paid employment aged 20-34 years. It appears that threats or acts of violence are more common than are bullying or sexual harassment among young working people, in particular among women. Further, when working conditions are relatively precarious, both men and women are comparably exposed to threat and violence but when conditions are more stable, women are proportionally more exposed than men. Furthermore, the study shows that, although less common than threat and violence are, exposure to bullying is associated with several SRH disorders among both men and women in employment.

The article reviews the book, "Le droit de l’emploi au Québec," 2nd edition, by Fernand Morin and Jean-Yves Brière.

The book, "Labour Market and Social Protection Reforms in International Perspective: Parallel or Converging Tracks?," edited by Hedva Sarfati and Giuliano Bonoli, is reviewed.

The article reviews the book, "Le travail dans l’histoire de la pensée occidentale," edited by Daniel Mercure and Jan Spurk.

The article reviews the book, "The Co-Workplace: Teleworking in the Neighbourhood," by Laura C. Johnson.

The article reviews "James Connolly and the Reconquest of Ireland," published as a Special Issue, Nature, Society and Thought: A Journal of Dialectical and Historical Materialism, by Priscilla Metscher.

The article reviews the book, "A Very Dangerous Citizen: Abraham Lincoln Polonsky and the Hollywood Left," by Paul Buhle and Dave Wagner.

The article reviews the book, "Narratives at Work: Women, Men, Unionization, and the Fashioning of Identities, by Linda K. Cullum.

The article reviews the book, "Changing Child Care: Five Decades of Child Care Advocacy and Policy in Canada, edited by Susan Prentice.

Selon les perspectives théoriques de la mobilisation et du choc des cultures, un style de gestion trop directif ne répond pas aux attentes d’autonomie des professionnels, ce qui risque de se traduire par une démobilisation. Pourtant les conclusions d’une étude empirique (échantillon de plus de 2 000 professionnels du secteur public) remettent en cause ces perspectives théoriques en affirmant que les professionnels préfèrent davantage être enrégimentés par leur supérieur que d’être indépendants (ne pas être contrôlés par leur supérieur). Une réanalyse des données conduit à des conclusions plus nuancées. La satisfaction des professionnels envers le style de gestion de leur supérieur augmente au fur et à mesure que les styles de gestion sont plus ouverts. De plus, un modèle d’équations structurelles indique que la dimension humaine du style de gestion (participation) et la satisfaction des professionnels envers cette dimension jouent un rôle important dans la mobilisation des professionnels. Il est donc important de se soucier de son personnel pour le mobiliser.