摘要:

In western Europe, as in the United States, the 1980s saw major challenges to established institutions of industrial relations. Managements, faced with intensified competitive pressure, have taken the initiative; union have been on the defensive. Deregulation and decentralization have been the recurrent themes of both practitioners and academic analysts. For some commentators, national distinctiveness is giving way to convergence, encouraged in part by moves toward the Single European Market. This article develops a more skeptical perspective on recent trends.

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00324.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

This study assesses the hypothesis that hours of work have risen in the United States in recent decades. Using the Current Population Surveys and the University of Michigan Time‐Use Studies, we estimate changes in market and nonmarket hours worked between 1969 and 1989, finding evidence of a “time‐squeeze.” This trend is particularly pronounced among labor force participants who are neither under‐ nor unemployed. For this group, total annual hours of work have ris

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00325.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Over the past three decades, women have represented an increasing proportion of newly employed four‐year college graduates, in Japan. We analyze the determinants of female representation among these new recruits in terms of the supply of female four‐year college graduates, the desire of Japanese women to participate in the paid labor force, shortages of male four‐year college graduates, and the impact of the Equal Employment Opportunity Law (EEOL) that went into effect in April 1986. Multivariate regression analysis reveals that the supply of female four‐year college graduates and the EEOL account for the rising proportion of women among university‐educated recruits into the paid labor force. We go on to explore the enhanced, but still limited, career opportunities that have opened up to Japanese women under the EEOL, and we relate their progress to the recent debate over the use of the “mommy track” in managerial hierarchies in the

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00326.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Satei(personal assessment) has an important influence on the rate of promotion and amount of monthly pay of Japanese workers, resulting in widespread interworker competition. The existence ofsateiis partially responsible for limited leisure time and high obedience to management among Japanese workers. Individual workers and enterprise unions, however, generally accept thesateisystem.

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00327.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

A model of hierarchical careers that integrates the career concerns of workers and the production concerns of firms is presented. The model generates standard supply side age earnings profiles. It also explains intermittent career events such as promotions, quits, layoffs, lateral mobility, and early retirement. The model is also able to explain several labor market institutions such as fast track jobs, up or out rules, internal labor markets, primary and secondary jobs, and insider/outsider labor markets.

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00328.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Census of Governments (COG) data for 1982 and 1987 were analyzed to assess growth in state and local government unionism in Ohio and Illinois, two states that enacted comprehensive public employee bargaining legislation in 1983. Against a backdrop of stable state and local government unionism across the United States, Ohio and Illinois recorded substantial gains in certain sectors. The greatest gains were observed in sectors that had been only lightly unionized prior to enactment of law. Laws had much less impact on more heavily unionized sectors. In spite of the gains, Ohio and Illinois remain substantially less unionized, on average, than do states that enacted comprehensive bargaining legislation earlier.

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00329.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

This paper examines the influence of unions on 37 human resource management practices, ranging from hiring policies to promotion practices. The logistic regression results show that unionization is positively associated with a more formal approach to human resource management. There is, however, a shift from performance‐based payment systems and performance appraisal (P.A.) functions in unionized settings. The results also indicate that union firms are more selective of new hires by adopting a formal probationary period for new employees. Last, the estimates suggest that the impact of unions on training programs varies with the nature of the program

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00330.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

ISSN:0019-8676    

DOI:10.1111/j.1468-232X.1994.tb00331.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY