Open Access. Powered by Scholars. Published by Universities.®

Digital Commons Network

Open Access. Powered by Scholars. Published by Universities.®

Articles 1 - 9 of 9

Full-Text Articles in Entire DC Network

Ilr Impact Brief – Gender, Promotion, And Raises: Sometimes The Advantage Goes To Men, Francine D. Blau , Jed Devaro Dec 2006

Ilr Impact Brief – Gender, Promotion, And Raises: Sometimes The Advantage Goes To Men, Francine D. Blau , Jed Devaro

Policy & Issue Briefs

Prior studies looking at gender discrimination in the workplace, in the form of promotions and/or raises, have yielded mixed results. Research focusing on promotions has found that women are promoted less often than men, more often than men, and at equal rates. Research assessing both promotions and wages, grounded in the notion that promotions signal a status change that warrants additional compensation, has also produced no consensus on outcomes. This particular study, however, used unique data on recently hired workers at a broad sample of companies that enabled the authors to control for workers’ job performance, educational attainment, and ...


Ilr Impact Brief – Wanted: Locals And Cosmopolitans For Transnational Teams, Martine R. Haas Dec 2006

Ilr Impact Brief – Wanted: Locals And Cosmopolitans For Transnational Teams, Martine R. Haas

Policy & Issue Briefs

Project teams operating in transnational environments are constantly exploiting knowledge that already resides within the team (internal knowledge)while exploring for new and additional knowledge that exists outside the team (external knowledge). A team’s ability to successfully acquire and apply relevant information depends largely on the input of its members. The academic literature suggests that individuals’ contributions can best be understood as a reflection of some exogenous characteristic, such as nationality, expatriate status, or work location. This paper, however, takes a different tack and analyzes team members’ contributions according to their experience as cosmopolitans (individuals who have lived and ...


Iws Briefing, Winter 2006 Volume 6 Issue 1, Maralyn Edid, Editor Nov 2006

Iws Briefing, Winter 2006 Volume 6 Issue 1, Maralyn Edid, Editor

Policy & Issue Briefs

[Excerpt] A newsletter on workplace issues and research from the School of Industrial and Labor Relations at Cornell University.


Ilr Impact Brief – Diversity And Inclusion: Is There Really A Difference?, Quinetta M. Roberson Nov 2006

Ilr Impact Brief – Diversity And Inclusion: Is There Really A Difference?, Quinetta M. Roberson

Policy & Issue Briefs

By almost any measure, workforce heterogeneity is increasing. With more women, ethnic and racial. minorities, and people with different lifestyles and learning styles holding down jobs, employers are searching for strategies that effectively and efficiently put these varied skills and perspectives to maximal use. Traditional approaches to diversity management include targeted recruitment, career development, mentoring, and education and training. Some organizations, however, take a broader view and seek to eliminate barriers to full utilization of varied worker competencies. This latter approach stresses inclusion, rather than diversity, and typically involves initiatives that focus on employee participation, enhanced communication, and stronger community ...


Ilr Impact Brief – Diversity At Work: Cross-Racial Bonds On The Job, Samuel B. Bacharach, Peter A. Bamberger , Dana Vashdi Oct 2006

Ilr Impact Brief – Diversity At Work: Cross-Racial Bonds On The Job, Samuel B. Bacharach, Peter A. Bamberger , Dana Vashdi

Policy & Issue Briefs

Diversity proponents argue that expanding the pool of human and social capital within organizations can sharpen their competitive edge. Researchers generally agree that supportive coworker relationships based on trust and expressive, self-revealing ties positively affect individual and organizational performance. But making the most out of diverse perspectives remains a critical challenge; cooperating, sharing information, and synthesizing knowledge are the processes that turn diversity into value. This study explores the factors that facilitate these all-important personal associations above and beyond what would normally be expected within racially-mixed work units.


Ilr Impact Brief - Evidence, Police Credibility, And Race Affect Juror First Votes, Martin T. Wells, Stephen P. Garvey, Paula Hannaford-Agor, Valerie P. Hans, Nicole L. Mott, G. Thomas Munsterman Aug 2006

Ilr Impact Brief - Evidence, Police Credibility, And Race Affect Juror First Votes, Martin T. Wells, Stephen P. Garvey, Paula Hannaford-Agor, Valerie P. Hans, Nicole L. Mott, G. Thomas Munsterman

Policy & Issue Briefs

The question of why jurors decide to acquit or convict the defendant in criminal trials has long intrigued researchers. Earlier studies found only weak ties between jurors' views of the case and juror demographics (gender, age, race), although some researchers noted a possible exception for the effect of race. The influence of jurors' attitudes/values is not well understood, but some researchers have suggested that opinions about capital punishment may affect jurors' votes in murder trials. There is consensus, however, that the strength of the evidence is a critical variable in jury verdicts. Researchers also generally agree that a jury ...


Ilr Impact Brief - Ceos And Layoffs: Sometimes The Ceo Suffers Similar Fate, Kevin F. Hallock, Sherrilyn M. Billger Aug 2006

Ilr Impact Brief - Ceos And Layoffs: Sometimes The Ceo Suffers Similar Fate, Kevin F. Hallock, Sherrilyn M. Billger

Policy & Issue Briefs

Mass layoffs have become an all too familiar occurrence in the United States; statistics indicate that an average of 5.7% of all employees lose their jobs in a typical year. And while many cutbacks were once meant to be temporary – that is, until demand picked up or the plant was retooled for a new model or new product – these days they more often have a permanence intended to reduce costs and boost efficiency. Companies may expect certain outcomes from workforce realignments, such as higher profits and greater productivity, but sometimes the future of the company’s chief executive is ...


Ilr Impact Brief - The Sources Of International Differences In Wage Inequality, Francine D. Blau, Lawrence M. Kahn Aug 2006

Ilr Impact Brief - The Sources Of International Differences In Wage Inequality, Francine D. Blau, Lawrence M. Kahn

Policy & Issue Briefs

Wage inequality in the U.S. exceeds that of Canada, Denmark, Finland, Italy, Netherlands, Norway, Sweden, and Switzerland. Some researchers have pointed to the higher relative rewards for higher cognitive skill and more education in the U.S. as an important cause of this difference; others emphasize the greater diversity of labor market skills within the American population. This paper uses recently collected international data on cognitive skills, earnings, age, and years of formal schooling to assess the relative importance of population heterogeneity and higher relative pay for more cognitive skill in explaining higher U.S. wage inequality.


Iws Briefing, Summer 2006 Volume 6 Issue 2, Maralyn Edid, Editor Jun 2006

Iws Briefing, Summer 2006 Volume 6 Issue 2, Maralyn Edid, Editor

Policy & Issue Briefs

[Excerpt] A newsletter on workplace issues and research from the School of Industrial and Labor Relations at Cornell University.