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The article reviews the book, "The History of the Labour Movement in Quebec," by Louis Fournier and Michel Dore.

The article reviews the book, "Populism and Democratic Thought in the Canadian Prairies, 1910-1945," by David Laycock.

The article reviews the book, "United We Stand: The United Mine Workers of America 1890-1990," by Maier B. Fox.

Joint labor-management committees are a well established institution in industrial relations in Canada. A critical evaluation was conducted of the labor-management communication clauses in the total population of collective agreements (1,093) filed with Alberta Labor as of May 31, 1987. Provisions for joint labor-management committees or meetings were contained in 428 of these agreements. Of these, 384 specified a decision format (advisory or executive) and were separated into those representing low trust, moderate trust, and high trust. It was found that the largest number of committees in the low trust provisions were of the general purpose type and advisory in nature. For the moderate trust and high trust provisions, the number of general purpose committees was 35.5% and 25.6%, respectively. Special purpose committees seemed to be favored in the manufacturing and services sectors at all levels of trust.

The article reviews several books edited by Verity Burgmann and Jenny Lee including "A People's History of Australia Since 1788: Constructing a Culture," "A People's History of Australia Since 1788: Staining the Wattle," and "A People's History of Australia Since 1788: Making a Life."

The article reviews the book, "Black Workers: A Documentary History From Colonial Times to the Present," edited by Philip S. Foner and Ronald L. Lewis.

The aticle reviews the book, "L'individu dans l'organisation: les dimensions oubliées," edited by J.F. Chanlat.

Cet article rend compte d'une expérience d'évaluation d'un programme de formation offert à l'intention de propriétairesdirigeants de PME québécoises par le ministère de l'Industrie, du Commerce et de la Technologie de la province. La recherche utilise le modèle de Kirkpatrick qui propose d'évaluer un programme déformation selon quatre niveaux distincts: réactions, apprentissage, comportements et résultats. Deux cent quatre-vingt-un participants ont été rejoints par téléphone au moins un an après la tenue de leur séminaire. L'étude documente d'une façon descriptive les différents niveaux d'impact du programme de formation. Elle apporte un éclairage nouveau sur une opération rarement effectuée qui présente de nombreuses difficultés d'ordre théorique et opérationnel.

During the past decade, Canada has experienced a disturbing rise in the number of long-term unemployed workers. The 2-stage Heckman procedure is used to evaluate the impact of training programs targeted to the long-term unemployed. The major finding is that females clearly benefit from these programs in terms of both employment stability and weekly earnings. Females who complete training are estimated to work an additional 11 weeks annually and earn an extra C$47 a week. The results for males are not encouraging, with negative estimates for employability and weekly earnings. It appears that these programs should be increasingly targeted to women, given their superior post-program labor market success. It is also shown that private employer placements are extremely effective training devices. Many trainees make a sufficiently good impression that they are taken on as regular employees.

Presents a comparison of the National Industrial Conferences of the US and Canada which were held in 1919 for the purpose of making postwar labor-management relations more harmonious. While the Armistice of November 1918 halted fighting between nations in "the war to end all wars," industrial "warfare" between labor and capital soon erupted in many countries of the world. In 1919, the U.S. and Canada both experienced a higher level of strike activity than ever before. The outbreak of widely publicized general strikes in Seattle and Winnipeg even caused some Americans and Canadians to believe that revolution might be in the offing.' Faced with this turmoil, the heads of government in the U. S. and Canada sought to achieve peace by calling upon the warring parties in industry to send representatives to National industrial Conferences whose purpose was to achieve a consensus about how to make postwar labor-management relations more harmonious. Months before either the U.S. or Canadian governments convened their National Industrial Conferences, the British government had successfully utilized what David Lloyd George described as a "Peace Congress" of employer and trade union representatives to help cairn postwar labor unrest in Great Britain.

In the study of industrial relations (IR), a growing preoccupation with managerial strategies has been accompanied by 2 related developments: 1. a growing integration of the human resources management (HRM) literature into the study of IR, and 2. a movement away from the deterministic approach characterizing much IR research in the 1970s. These developments suggest a normative shift. Two assumptions seem to underly this shift. A critique of these assumptions is developed, arguing that underlying sources of conflict inherent to work organizations and employment relations limit the effectiveness of progressive policies and practices and that the extent to which these policies and practices are economically rational and hence likely to be adopted varies in accordance with firm and industry-level structural variables. Survey data collected in 1980-1981 from 100 unionized firms in Canada are used to explore the effectiveness of and structural variation on progressive managerial practices.

The article reviews the book, "Factory Girls: Women in the Thread Mills of Meiji Japan," by E. Patricia Tsurumi.

After nearly 2 decades on the side lines, European level collective bargaining is back on the industrial relations agenda. To a large extent, the resurgence of this notion can be attributed to the impact of the European Community's (EC) 1992 integration program on European economic and political life. For all the activity going on, it appears unlikely that EC-wide collective bargaining will come to play a significant role in industrial relations in the near future. There are 2 main dimensions to European collective bargaining: 1. the vertical dimension, which covers attempts to get greater collaboration and dialogue between trade unions and employers inside the institutional framework of the EC, and 2. the horizontal dimension, which includes developments at the enterprise and market levels aimed at promoting trade union or employer contact outside the confines of the nation state. If market completion leads to new regulatory arrangements within the EC, the social partners may be obliged to engage in meaningful discussion about collective bargaining.

The article reviews the book "R.C.M.P. Security Bulletins: The War Series 1939-1941," edited by Gregory S. Kealey and Reg Whitaker.

The article reviews the book, "Syndicats, salaires et conjoncture économique," by André Beaucage.