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Full-Text Articles in Labor Relations
Two Paths To The High Road: The Dynamics Of Coalition Building In Seattle And Buffalo, Ian Greer, Barbara Byrd, Lou Jean Fleron
Two Paths To The High Road: The Dynamics Of Coalition Building In Seattle And Buffalo, Ian Greer, Barbara Byrd, Lou Jean Fleron
Ian Greer
[Excerpt] Labor-community coalitions are not a new concept. Unions approach such coalitions now, as in the past, as one way to enhance their bargaining power with an employer. Such coalitions are temporary and often issue-based. In recent years, however, some local labor movements have begun to look at coalitions in a broader way – as a means of improving their public image and building power in the political arena. This broad-based approach requires the development of coalitions for the longer run, not just for temporary expediency. This paper develops the notion of a high road social infrastructure as a way …
George Brooks: A Personal Reminiscence, David B. Lipsky
George Brooks: A Personal Reminiscence, David B. Lipsky
David B Lipsky
[Excerpt] In 1961, George joined the faculty of the School of Industrial and Labor Relations (ILR) at Cornell and Sara was appointed to a position in the School's extension division. George hadn't done much college-level teaching when he joined the ILR School faculty. He quickly established himself as one of the School's most popular and influential instructors. George was certainly an engaging and entertaining lecturer, but it was not only his platform skills that made him so popular with students. Cornell students — especially those who were part of the 1960s generation — were drawn to George's unorthodox views on …
Cornell Confronts The End Of Mandatory Retirement, Ronald G. Ehrenberg, Michael W. Matier, David Fontanella
Cornell Confronts The End Of Mandatory Retirement, Ronald G. Ehrenberg, Michael W. Matier, David Fontanella
Ronald G. Ehrenberg
[Excerpt] In July 1995, the first author of this paper was appointed vice president of academic programs, planning and budgeting at Cornell and, at his initiative, a joint faculty-administrative committee was subsequently established, with him as chair, to look into how the university should respond to the elimination of mandatory retirement. In this chapter, we discuss the environment in which the university found itself when the committee was established, the recommendations of the committee, faculty reactions to the recommendations, and the actions that the university ultimately decided to pursue.
The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins
The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins
Christopher J Collins
In this paper, I draw on research from the literatures on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers’ application behaviors through three aspects of job seekers’ employer knowledge. Based on results from a within-subjects design with data from 123 recruiting companies and 456 student job seekers, my findings suggested the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low rather than high. …
Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han
Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han
Christopher J Collins
Drawing on marketing and recruitment theory, we examined relationships between early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations’ applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the two recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were …