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Full-Text Articles in Labor Relations

On-Demand Platform Workers In New York State: The Challenges For Public Policy, Ileen A. Devault, Maria Figueroa, Fred B. Kotler, Michael Maffie, John Wu Jan 2019

On-Demand Platform Workers In New York State: The Challenges For Public Policy, Ileen A. Devault, Maria Figueroa, Fred B. Kotler, Michael Maffie, John Wu

Research Studies and Reports

[Excerpt] This report examines one specific subset of New York state’s contingent workforce: on-demand workers who obtain work through online platforms or “apps.” Often referred to popularly as “gig” workers, we use the phrase “on-demand platform workers” in an attempt to clarify the workers to whom we refer.

Our research shows that on-demand platform workers:

  • Are notoriously difficult to count, due to factors such as the part-time quality of their work, high turnover rates and confusion over the definition of terms;

  • Experience low and unstable earnings and a lack of benefits, requiring reliance on second or third jobs, other ...


Do Start-Ups Pay Less?, M. Diane Burton, Michael S. Dahl, Olav Sorenson Oct 2018

Do Start-Ups Pay Less?, M. Diane Burton, Michael S. Dahl, Olav Sorenson

Articles and Chapters

The authors analyze Danish registry data from 1991 to 2006 to determine how firm age and firm size influence wages. Unadjusted statistics suggest that smaller firms paid less than larger firms paid, and that firm age had little or no bearing on wages. After adjusting for differences in the characteristics of employees hired by these firms, however, they observe both firm age and firm size effects. Larger firms paid more than did smaller firms for observationally equivalent individuals but, contrary to conventional wisdom, younger firms paid more than older firms. The size effect, however, dominates the age effect. Thus, although ...


Reflective Practice Series: Selected Instructional Models Using Synchronous Video Conferencing Software, Martin W. Sivula Sep 2018

Reflective Practice Series: Selected Instructional Models Using Synchronous Video Conferencing Software, Martin W. Sivula

MBA Faculty Conference Papers & Journal Articles

With the vast array of resources available to instructors, one would think that instruction and teaching would yield success for all learners. Now, well into the 21st century has much changed in the classroom? Certainly, movable desks and chairs, advanced audio and visual equipment, and a plethora of all types of technologies which might be able to enhance training and education. Over the last several decades research on individualized instruction, cognitive science, educational psychology, and multimedia instruction (to name a few) have permeated the literature on instruction. With all the research and the vast array of studies on improving ...


What Are Findings And Practices Associated With Measuring And Taking Steps To Increase The Engagement Of Contingent Workers?, Amelia Tsui Apr 2018

What Are Findings And Practices Associated With Measuring And Taking Steps To Increase The Engagement Of Contingent Workers?, Amelia Tsui

Student Works

[Excerpt] Over the past few decades, the workforce has been shifting to include a larger number of contingent workers. While the corporate agenda regarding these temporary workers has been to cut cost and shirk some legal responsibilities, these past years show there is greater interest a greater interest in labor flexibility or tight market for specialized skills. In order for companies to attract and retain their valued professional contingent workforce, there needs to be greater focus placed on their integration with the firm.


Glossary Of Business Evidence, Paul C. Boyd Apr 2018

Glossary Of Business Evidence, Paul C. Boyd

MBA Faculty Conference Papers & Journal Articles

No abstract provided.


Investigating The Links Between Feedback Orientation And Leadership Self-Efficacy In Field Grade Officers, Robby Key Apr 2018

Investigating The Links Between Feedback Orientation And Leadership Self-Efficacy In Field Grade Officers, Robby Key

Doctoral Dissertations and Projects

A myriad of challenges and shifting strategic priorities face today’s military leaders. Since the military is undergoing substantial change as it adjusts to the changing nature of war and a fluid world situation, Field Grade Officers (FGO) must actively develop and hone their leadership behavior by implementing effective feedback counsel. They must also increase their leadership self-efficacy to confidently accomplish specific leadership tasks and challenges. This non-experimental quantitative correlational research addresses the correlation of leadership self-efficacy and feedback orientation in FGOs. Given the impact of the feedback process on the FGO recipient, it is important to understand differences in ...


Exploring The Relationship Of Burnout, Retention, And Tenure Between Full-Time Professors Teaching In A Traditional Brick-And-Mortar Environment And Full-Time Professors Teaching In A Fully Online Environment, Scott Dunbar Feb 2018

Exploring The Relationship Of Burnout, Retention, And Tenure Between Full-Time Professors Teaching In A Traditional Brick-And-Mortar Environment And Full-Time Professors Teaching In A Fully Online Environment, Scott Dunbar

Doctoral Dissertations and Projects

The purpose of this study was to examine the effects of educational delivery as it related to burnout in full-time college professors in a Southern California Christian university. The problem addressed was examining the relationship of full-time faculty burnout between two educational delivery methods, traditional brick-and-mortar educational delivery and fully online educational delivery, in a Southern California Christian university. This study was significant as the phenomenon of burnout in relation to brick-and-mortar full-time professors and online full-time professors had yet to be researched in a Southern California Christian university. In addition, burnout in online faculty members had rarely been studied ...


Disputant Preferences For Mediated Or Adjudicated Processes In Administrative Agencies: The Occupational Safety And Health Review Commission Settlement Part Program, Deanna Malatesta, Lisa Blomgren Amsler, Susanna Foxworthy Scott Nov 2017

Disputant Preferences For Mediated Or Adjudicated Processes In Administrative Agencies: The Occupational Safety And Health Review Commission Settlement Part Program, Deanna Malatesta, Lisa Blomgren Amsler, Susanna Foxworthy Scott

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

Previous research examining disputants’ preferences for mediation over more formal adjudicative proceedings is limited and mostly experimental. Moreover, this work has not examined preferences in relation to repeated experience with various types of proceedings. We surveyed disputants who have experienced different types of proceedings in administrative adjudication and administrative law judge mediation in the Settlement Part Program at the Occupational Safety and Health Review Commission (OSHRC). We find that the higher the perceptions of procedural justice, the greater the preference for use of mediation. In addition, the more total experience disputants have in the OSHRC dispute system (including both adjudication ...


Labor Relations Conflict In The Workplace: Scale Development, Consequences And Solutions, Lulu Zhou, Meng Xi, Xufan Zhang, Shuming Zhao Nov 2017

Labor Relations Conflict In The Workplace: Scale Development, Consequences And Solutions, Lulu Zhou, Meng Xi, Xufan Zhang, Shuming Zhao

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

Because the goals of employers and employees are often incompatible, conflicts are inevitable and an essential part of organizational life. The three studies reported in this paper addressed the issues of identifying the dimensions of workplace conflicts within organizations, exploring the consequences of conflicts, and finding appropriate methods of conflict resolution. The first study identified and developed three dimensions of labor relations conflict, including interest-based, rights-based, and emotion-based conflicts. The second study explored two sets of individual outcomes of labor relations conflicts and found labor relations conflicts had a negative effect on employee job satisfaction and affective commitment and positive ...


Adr-Based Workplace Conflict Management Systems: A Case Of American Exceptionalism, Paul Teague, William Roche, Denise Currie, Tom Gormley Nov 2017

Adr-Based Workplace Conflict Management Systems: A Case Of American Exceptionalism, Paul Teague, William Roche, Denise Currie, Tom Gormley

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

[Excerpt] The diffusion of ADR-based conflict management systems is a development increasingly highlighted in the literature. Organizations are seen as putting in place multiple procedures and practices so that different varieties of workplace conflict can be effectively addressed. Just why organizations are electing to introduce these integrated bundles of innovative conflict management practices is a matter of debate, but many view the development as transforming the manner in which workplace problems are managed in modern organizations, with some even pronouncing that it amounts to the rewriting of the social contract at work (Lipsky and Seeber 2006). This paper argues that ...


Do It Right Or Not At All: A Longitudinal Evaluation Of A Conflict Managment System Implementation, Benjamin B. Dunford, Kevin J. Mumford, R. Wayne Boss, Alan D. Boss, David S. Boss Nov 2017

Do It Right Or Not At All: A Longitudinal Evaluation Of A Conflict Managment System Implementation, Benjamin B. Dunford, Kevin J. Mumford, R. Wayne Boss, Alan D. Boss, David S. Boss

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

We analyzed an eight-year multi-source longitudinal data set that followed a healthcare system in the Eastern United States as it implemented a major conflict management initiative to encourage line managers to consistently perform Personal Management Interviews (or PMIs) with their employees. PMIs are interviews held between two individuals, designed to prevent or quickly resolve interpersonal problems before they escalate to formal grievances. This initiative provided us a unique opportunity to empirically test key predictions of Integrated Conflict Management System (or ICMS) theory. Analyzing survey and personnel file data from 5,449 individuals from 2003 to 2010, we found that employees ...


Decision-Maker And Context Effects In Employment Arbitration, Mark Gough, Alexander Colvin Nov 2017

Decision-Maker And Context Effects In Employment Arbitration, Mark Gough, Alexander Colvin

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

Using a novel survey of 284 employment arbitrators, this study investigates how decision-maker characteristics and the context of the arbitration proceeding affect employee outcomes. We analyze the predictors of settlement before an arbitrator award and, if no settlement is reached, the likelihood an employee will receive a verdict in their favor after a full hearing. We find pre-arbitration dispute resolution procedures have significant effects on settlement behavior and employee outcomes. The characteristics of the presiding arbitrator as well as the structure of the arbitration proceeding were also found to affect employee outcomes at trial. This study contributes to the existing ...


Organizational Conflict Resolution And Strategic Choice: Evidence From A Survey Of Fortune 1000 Companies, David B. Lipsky, Ariel C. Avgar, J. Ryan Lamare Nov 2017

Organizational Conflict Resolution And Strategic Choice: Evidence From A Survey Of Fortune 1000 Companies, David B. Lipsky, Ariel C. Avgar, J. Ryan Lamare

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

In this paper we develop the argument that a firm’s ADR strategies are likely to be associated with a firm’s use of one conflict resolution option or the other. More specifically, we examine whether a firm’s use of either arbitration or mediation is a function of (1) the extent to which the use of either of these dispute resolution processes aligns with the goals and objectives management is seeking to advance, and (2) the extent of the firm’s commitment to the use of these practices. We expect to find that an organization’s use of either ...


The Devil Is In The Details: Attorney Heterogeneity And Employment Arbitration Outcomes, J. Ryan Lamare Nov 2017

The Devil Is In The Details: Attorney Heterogeneity And Employment Arbitration Outcomes, J. Ryan Lamare

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

Conventional wisdom holds that hiring a lawyer will improve outcomes for non-union employees who take individual rights complaints to arbitration. However, the limited amount of empirical scholarship into this topic has rarely accounted for the concurrent influence of employer representatives, or for the presence and effects of employee and employer attorney heterogeneity. I analyze all arbitration awards rendered within the securities industry from the implementation of its ADR program through the late-2000s, and first find that hiring an attorney benefits employees only in the rare cases that employers do not also include an agent. I then account for attorney selection ...


Integrating Conflict: A Proposed Framework For The Interdisciplinary Study Of Workplace Conflict And Its Management, Ariel C. Avgar Oct 2017

Integrating Conflict: A Proposed Framework For The Interdisciplinary Study Of Workplace Conflict And Its Management, Ariel C. Avgar

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

[Excerpt] Conflict and its management are perennial dimensions of organizational life--ever present with significant consequences for a host of employer and employee related outcomes. All organizations, regardless of industry, union status, workforce characteristics, managerial strategy, organizational culture, or performance levels are confronted with the need to address, deal with or manage the myriad manifestations of workplace conflict. As such, all organizations manage conflict in one way or another, whether they adopt a proactive stance or whether they are avoidant and reactive.

Recognized as a central workplace feature, scholars from a variety of different disciplines, including, but not limited to, industrial ...


Advancing Dispute Resolution By Unpacking The Sources Of Conflict: Toward An Integrated Framework, John W. Budd, Alexander Colvin, Dionne M. Pohler Sep 2017

Advancing Dispute Resolution By Unpacking The Sources Of Conflict: Toward An Integrated Framework, John W. Budd, Alexander Colvin, Dionne M. Pohler

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

Organizational leaders, public policy makers, dispute resolution professionals, and scholars have developed diverse methods for resolving workplace conflict. But there is inadequate recognition that the effectiveness of a dispute resolution method depends on its fit with the source of a particular conflict. Consequently, it is essential to better understand where conflict comes from and how this affects dispute resolution. To these ends, this paper uniquely integrates scholarship from multiple disciplines to develop a multi-dimensional framework on the sources of conflict. This provides an important foundation for theorizing and identifying effective dispute resolution methods, which are more important than ever as ...


A Quantitative Examination Of The Relationship Between Perceived Job Satisfaction And Organizational Commitment In Small Business Employees In The Lynchburg Metropolitan Statistical Area, Tammy Brown May 2017

A Quantitative Examination Of The Relationship Between Perceived Job Satisfaction And Organizational Commitment In Small Business Employees In The Lynchburg Metropolitan Statistical Area, Tammy Brown

Doctoral Dissertations and Projects

The Lynchburg Metropolitan Statistical Area (MSA) has an average turnover that exceeds the national and regional average. Organizational turnover unfavorably influences productivity and has the potential to adversely affect, not only the Lynchburg MSA, but also the regional, state, and national economy. This quantitative non-experimental, correlational research examined the relationship between perceived job satisfaction and organizational commitment in the Lynchburg MSA. The results of this research supports earlier research and demonstrated a statistically significant positive relationship existed between perceived job satisfaction and organizational commitment in small business employees in the Lynchburg MSA. The results may serve as beneficial to small ...


Are Bonus Pools Driven By Their Incentive Effects? Evidence From Fluctuations In Gainsharing Incentives, Alan Benson, Sima Sajjadiani Apr 2017

Are Bonus Pools Driven By Their Incentive Effects? Evidence From Fluctuations In Gainsharing Incentives, Alan Benson, Sima Sajjadiani

Institute for Compensation Studies

Shared bonus pools, in which a worker’s bonus depends both on a worker’s share of the pool (which serves as the incentive) and on the size of the pool (which is largely outside of the worker’s control), are a common method for distributing bonus pay. Using variation in the size of the bonus pool generated by a manufacturing plant’s gainsharing plan, which varies incentives for quality and worker engagement, we evaluate the conditions under which incentives distributed from bonus pools have incentive effects. Overall, results are cautionary: the evidence suggests gainsharing’s benefits operate outside of ...


When Job Performance Is All Relative: How Family Motivation Energizes Effort And Compensates For Intrinsic Motivation, Jochen I. Menges, Danielle V. Tussing, Andreas Wihler, Adam M. Grant Apr 2017

When Job Performance Is All Relative: How Family Motivation Energizes Effort And Compensates For Intrinsic Motivation, Jochen I. Menges, Danielle V. Tussing, Andreas Wihler, Adam M. Grant

Management Papers

Supporting one’s family is a major reason why many people work, yet surprisingly little research has examined the implications of family motivation. Drawing on theories of prosocial motivation and action identification, we propose that family motivation increases job performance by enhancing energy and reducing stress, and it is especially important when intrinsic motivation is lacking. Survey and diary data collected across multiple time points in a Mexican maquiladora generally support our model. Specifically, we find that family motivation enhances job performance when intrinsic motivation is low—in part by providing energy, but not by reducing stress. We conclude that ...


Institutional Ethnography: Utilizing Battered Women’S Standpoint To Examine How Institutional Relations Shape African American Battered Women’S Work Experiences In Christian Churches, Ursula Tiershatha Wright Mar 2017

Institutional Ethnography: Utilizing Battered Women’S Standpoint To Examine How Institutional Relations Shape African American Battered Women’S Work Experiences In Christian Churches, Ursula Tiershatha Wright

FIU Electronic Theses and Dissertations

The purpose of the collected papers dissertation was to critically examine the individual and institutional conditions that shaped battered women’s work experiences in church organizations. The studies in the collected papers shared the provision of using a methodological and analytic tool, institutional ethnography (IE), that offers a strategic and comprehensive means of investigating issues related to institutions and institutional processes that merge a macro and micro view. The first paper was a conceptual paper that emphasized the socio-political context in which adult vocation education is practiced and shared a practical means of using IE to uncover the interconnected and ...


Examining Strategic Fit And Misfit In The Management Of Knowledge Workers, Christopher J. Collins, Rebecca Kehoe Mar 2017

Examining Strategic Fit And Misfit In The Management Of Knowledge Workers, Christopher J. Collins, Rebecca Kehoe

Articles and Chapters

This study advances research on strategic human resource management by examining whether better firm performance depends on the alignment between an organization’s human resources (HR) system and its innovation strategy. The authors argue that the unique problems underlying exploration innovation strategies and exploitation innovation strategies require core workers to engage in different types of knowledge-search and -combination behaviors. Alternative HR systems theoretically produce different knowledge-search and -combination behaviors by way of their effect on employees’ ability, motivation, and opportunity structures at work. Drawing on a field study of 230 software firms, the authors demonstrate that alternative HR systems support ...


Global Diversity & Inclusion At Microsoft, Joe Lawless Jan 2017

Global Diversity & Inclusion At Microsoft, Joe Lawless

MICCSR Case Studies

This case discusses diversity and inclusion initiatives at Microsoft, as well as criticisms of the state of industry efforts to increase diversity in the tech sector. Students are asked to develop ideas that leverage current efforts at Microsoft and come up with new ideas that should be considered.


Organizational Innovators: A Study Of Workplace Intra-Employee Conflict Management Strategies, David Nash, Deborah Hann Jan 2017

Organizational Innovators: A Study Of Workplace Intra-Employee Conflict Management Strategies, David Nash, Deborah Hann

Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky

[Excerpt] Whilst the issue of intra-employee conflict is clearly one that impacts today’s organization, it is less clear how this conflict is addressed and resolved in contemporary workplaces. Previous research has often treated workplace conflict as homogeonous, but it is important that different conflicts should be treated separately (Jehn and Bendersky 2003). The purpose of this article is to contribute to our understanding of the management of conflict in the workplace by examining this under-researched form of conflict and perhaps more importantly how organizations address this prevalent form of workplace dispute, if they do so at all. Soecifically, by ...


Librarians And Compensation Negotiation In The Library Workplace, Shannon L. Farrell, Aliqae Geraci Jan 2017

Librarians And Compensation Negotiation In The Library Workplace, Shannon L. Farrell, Aliqae Geraci

Articles and Chapters

Purpose - The purpose of this paper is to report on survey results from a study about librarians’ experience with compensation (salary and benefits) negotiation in the library workplace in order to provide data that will inform professional discourse and practice.

Design/methodology/approach - A primarily quantitative survey instrument was administered via Qualtrics Survey Software and distributed through listservs and social media channels representing a range of library types and sub-disciplines. The survey was explicitly addressed to librarians for participation and asked them questions related to their work history and experience with negotiating for salary and benefits.

Findings - A total of ...


New York City Collective Bargaining Law: 50 Years (1967-2017), Office Of Collective Bargaining Jan 2017

New York City Collective Bargaining Law: 50 Years (1967-2017), Office Of Collective Bargaining

Monographs

[Excerpt] The NYCCBL was preceded by a tumultuous period of employee organization and labor unrest that culminated in 1965, when the City’s Welfare Department workers held a month-long strike. During that strike, unions were fined, union officials were arrested and jailed, and employees received termination notices. The 1965 strike, its negotiated resolution, and the support of Mayors Robert F. Wagner and John V. Lindsay, helped to lay the groundwork for a structure and procedure to govern public sector collective bargaining. The hard work and commitment of neutrals and representatives of labor and management resulted in the Tripartite Agreement, which ...


What Do Newer Entrants Into The Workforce Really Want?, Amelia Tsui Jan 2017

What Do Newer Entrants Into The Workforce Really Want?, Amelia Tsui

Student Works

Companies have had to evolve continuously to remain competitive in today’s marketplace. Technological advancements, shifting in social dynamics, and the changing demographics all impact how companies attract and retain talent. As more information becomes available on the internet, and as more generations are in the workforce at the same time, it becomes increasingly challenging for companies to develop cost effective and attractive benefits schemes.


Nonprofit Pay In A Competitive Market: Wage Penalty Or Premium?, Christian King, Gregory B. Lewis Jan 2017

Nonprofit Pay In A Competitive Market: Wage Penalty Or Premium?, Christian King, Gregory B. Lewis

Nutrition and Health Sciences -- Faculty Publications

Two competing theories argue that the nonprofit sector pays differently: Nonprofit employees may accept lower pay to be able to do meaningful work for a good cause, or they may earn higher pay due to nonprofit organizations’ tax exemptions and weaker incentives to hold down wages. To test these opposing expectations, we use the 2005-2013 American Community Surveys to examine pay differences among registered nurses working for nonprofit, for-profit, and public hospitals. We also test hypotheses that public and nonprofit hospitals have smaller pay disparities by gender, race, and relationship status. We find that pay is highest in nonprofit hospitals ...


Introduction To A Special Issue On Inequality In The Workplace (“What Works?), Pamela S. Tolbert, Emilio J. Castilla Jan 2017

Introduction To A Special Issue On Inequality In The Workplace (“What Works?), Pamela S. Tolbert, Emilio J. Castilla

Articles and Chapters

[Excerpt] While overt expressions of racial and gender bias in U.S. workplaces have declined markedly since the passage of the original Civil Rights Act and the creation of the Equal Employment Opportunity Commission a half century ago (Eagly and Chaiken 1993; Schuman, Steeh, Bobo, and Krysan 1997; Dobbin 2009), a steady stream of research indicates that powerful, if more covert forms of bias persist in contemporary workplaces (Greenwald and Banaji 1995; Pager, Western, and Bonikowski 2009; England 2010; Heilman 2012). In line with this research, high rates of individual and class-based lawsuits alleging racial and gender discrimination suggest that ...


Why Are Baby Boomers Staying Employed?, Janelle Gaines Oct 2016

Why Are Baby Boomers Staying Employed?, Janelle Gaines

Cornell HR Review

[Excerpt] The current generation of retirement eligible workers are staying in the workplace significantly longer than previous generations. As people live longer, they opt to remain in the workplace longer in order to continue earning income and stay engaged mentally. The current and projected future changes in eligibility for Social Security retirement benefits also contributes to the shifting of workplace demographics to much older than the past. Many are continuing to work well into their 60s and 70s. Some of these older workers are switching jobs hoping to be repositioned somewhere that offers new beginnings—perhaps less stress, more flexibility ...


A New Role For Human Resource Managers: Social Engineering Defense, Scott Seidenberger Sep 2016

A New Role For Human Resource Managers: Social Engineering Defense, Scott Seidenberger

Cornell HR Review

[Excerpt] The general risk of social engineering attacks to organizations has increased with the rise of digital computing and communications, while for an attacker the risk has decreased. In order to counter the increased risk, organizations should recognize that human resources (HR) professionals have just as much responsibility and capability in preventing this risk as information technology (IT) professionals.

Part I of this paper begins by defining social engineering in context and with a brief history pre-digital age attacks. It concludes by showing the intersection of HR and IT through examples of operational attack vectors. In part II, the discussion ...