Advances in Industrial and Labor Relations by Lewin D. (ed.), Kaufman B. (ed.)
By Lewin D. (ed.), Kaufman B. (ed.)
Advances in commercial and hard work relatives (AILR) keeps to obtain prime quality submitted manuscripts and to put up the easiest between those, as decided by means of double blind nameless refereeing. quantity thirteen of AILR includes 8 papers dealing, respectively, with ecu responses to excessive unemployment charges; the results of other different types of staffing preparations; the adoption and use of other dispute solution approaches within the nonunion place of work; the consequences of organizational ombuds preparations for voice, clash solution and equity at paintings; development and maintaining labor-management partnerships; union and business enterprise strategies in Ontario, Canada organizing campaigns; the past due twentieth century crusade for U.S. striker alternative laws; and the advance over a quarter-century of Australian business kinfolk suggestion. it truly is no twist of fate that the examine settings for the papers contained during this quantity contain North the United States, Europe and the Pacific Rim. AILR has lengthy inspired manuscript submissions from researchers around the globe, and seeks to post articles that extend theoretical and empirical commercial kinfolk wisdom past that acquired from U.S. settings and knowledge resources. Taken as a suite, the 8 papers contained in quantity thirteen of AILR basically mirror success of this target.
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According to Kerr (1964), the list of industrial conflict expressions is ‘‘as unlimited as the ingenuity of man’’. Industrial conflict is a ‘‘multifaceted phenomenon’’ which is conceptually defined in broad terms to include such events as grievances, job actions, sabotage, and turnover but actually researched in narrow terms’’ (Feuille & Wheeler, 1981, p. 290). Wheeler (1985, p. 4) offers three types of collective expressions of industrial conflict: union organizing; striking or ‘‘utilizing a strike substitute to resolve an impasse’’; and ‘‘more spontaneous collective actions such as wildcat strikes, overtime bans, working to rule, slowdowns, filing numerous grievances, and sick-outs’’.
INTRODUCTION Public employees are among the most unionized occupations in America (BLS, 2002). Most public employees, however, do not have the legal right to strike. At the municipal level of government, for example, only eight states have legislation that provides for legal strikes and only for certain occupations (Lund & Maranto, 1996). 1 Public sector labor relations agencies show that strikes have almost disappeared from the bargaining landscape (see Hebdon, 1996). In New York state, for example, data from the Public Employment Relations Board shows that there were only 21 strikes from 1990 to 1999 for some 4,000 bargaining units (PERB, 1999).
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