Industrial Relations最新文献_第6页

Informalization in gig food delivery in the UK: The case of hyper-flexible and precarious work 英国零工送餐的信息化：超灵活和不稳定工作的案例

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-08-29 DOI: 10.1111/irel.12320

Pedro Mendonça, Nadia K. Kougiannou, Ian Clark

引用次数: 2

Delivering the goods? German industrial relations institutions during the COVID-19 crisis 送货?新冠肺炎危机期间的德国劳资关系机构

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-07-15 DOI: 10.1111/irel.12319

Martin Behrens, Andreas Pekarek

引用次数: 3

A large-scale field experiment on occupational gender segregation and hiring discrimination 关于职业性别隔离和雇佣歧视的大规模实地实验

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-06-29 DOI: 10.1111/irel.12318

Mladen Adamovic, Andreas Leibbrandt

引用次数: 0

The wage impact of being a works council representative in Germany: A case of strategic discrimination? 德国工会代表对工资的影响:一个策略性歧视的案例?

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-05-21 DOI: 10.1111/irel.12307

Clément Brébion

{"title":"The wage impact of being a works council representative in Germany: A case of strategic discrimination?","authors":"Clément Brébion","doi":"10.1111/irel.12307","DOIUrl":"https://doi.org/10.1111/irel.12307","url":null,"abstract":"<p>Works councils provide an essential mechanism for worker participation in decision-making. While the literature has extensively explored their impact on worker and establishment outcomes, the negotiation process between works council representatives and their employer has remained largely unexplored. This article contributes to filling this gap by investigating wage discrimination towards works councilors in Germany. Fixed effects models leveraging panel data show that councilors receive a wage premium that positively correlates with the sectoral coverage of collective bargaining. In the manufacturing sector, where the tradition of bargaining is heavily entrenched, employers positively discriminate councilors. In contrast, in the service sector, where the culture of bargaining is weak, employers penalize works councilors. In both sectors, partisan and unionized works councilors are the most affected. The most likely hypothesis to explain these results is that employers strategically discriminate these councilors in order to bypass the traditional constraints of establishment-level participation. This article therefore questions the quality of industrial democracy in Germany.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"61 4","pages":"418-455"},"PeriodicalIF":2.3,"publicationDate":"2022-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12307","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"109172720","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Introduction: Frames and framing in human relations and industrial relations research 引言:人际关系和劳资关系研究中的框架和框架

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-05-07 DOI: 10.1111/irel.12313

John-Paul Ferguson

引用次数: 1

Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices: A dialogue 理解(不)匹配的参考框架:人力资源实践中(不)稳定的动态认知理论:对话

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-05-05 DOI: 10.1111/irel.12311

J. Adam Cobb

引用次数: 1

Frames or social structures? Comment on “Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices” 框架还是社会结构?对“理解(不匹配)参考框架:人力资源实践中(不)稳定性的动态认知理论”的评论

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-04-28 DOI: 10.1111/irel.12312

Nathan Wilmers

引用次数: 1

Workers’ tenure and firm productivity: New evidence from matched employer-employee panel data 工人的任期和公司生产力：来自匹配雇主-雇员面板数据的新证据

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-04-28 DOI: 10.1111/irel.12309

Nicola Gagliardi, Elena Grinza, François Rycx

引用次数: 0

Myth or measurement: What does the new minimum wage research say about minimum wages and job loss in the United States? 神话还是测量:关于美国的最低工资和失业，新的最低工资研究说明了什么?

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-04-25 DOI: 10.1111/irel.12306

David Neumark, Peter Shirley

{"title":"Myth or measurement: What does the new minimum wage research say about minimum wages and job loss in the United States?","authors":"David Neumark, Peter Shirley","doi":"10.1111/irel.12306","DOIUrl":"https://doi.org/10.1111/irel.12306","url":null,"abstract":"<p>The disagreement among studies on the employment effects of minimum wages in the United States is well known. Less well known, and more puzzling, is the absence of agreement on what the research literature says—that is, how economists summarize the body of evidence on the employment effects of minimum wages. Summaries range from “it is now well established that higher minimum wages do not reduce employment,” to “the evidence is very mixed with effects centered on zero so there is no basis for a strong conclusion one way or the other,” to “most evidence points to adverse employment effects.” We explore the question of what conclusions can be drawn from the literature, focusing on the evidence using subnational minimum wage variation within the United States that has dominated the research landscape since the early 1990s. To accomplish this, we assembled the entire set of published studies in this literature and identified the core estimates that support the conclusions from each study, in most cases relying on responses from the researchers who wrote these papers. Our key conclusions are as follows: (i) there is a clear preponderance of negative estimates in the literature; (ii) this evidence is stronger for teens and young adults and the less educated; (iii) the evidence from studies of directly affected workers points even more strongly to negative employment effects; and (iv) the evidence from studies of low-wage industries is less one-sided.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"61 4","pages":"384-417"},"PeriodicalIF":2.3,"publicationDate":"2022-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"109173817","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Inequalities in the disruption of paid work during the Covid-19 pandemic: A world systems analysis of core, semi-periphery, and periphery states 新冠肺炎-19大流行期间有偿工作中断的不平等：核心、半边缘和边缘国家的世界系统分析

IF 2.3 3区管理学

Industrial Relations Pub Date : 2022-04-23 DOI: 10.1111/irel.12310

Danat Valizade, Manhal Ali, Mark Stuart

引用次数: 1