Download Advances in Industrial and Labor Relations by Lewin D. (ed.), Kaufman B. (ed.) PDF

By Lewin D. (ed.), Kaufman B. (ed.)

ISBN-10: 0762312653

ISBN-13: 9780762312658

Advances in business and hard work family (AILR) keeps to obtain top of the range submitted manuscripts and to submit the simplest between those, as decided via double blind nameless refereeing. quantity thirteen of AILR includes 8 papers dealing, respectively, with ecu responses to excessive unemployment premiums; the consequences of different sorts of staffing preparations; the adoption and use of other dispute solution methods within the nonunion place of work; the results of organizational ombuds preparations for voice, clash answer and equity at paintings; development and maintaining labor-management partnerships; union and business enterprise strategies in Ontario, Canada organizing campaigns; the overdue twentieth century crusade for U.S. striker substitute laws; and the improvement over a quarter-century of Australian commercial family members suggestion. it's no coincidence that the learn settings for the papers contained during this quantity contain North the USA, Europe and the Pacific Rim. AILR has lengthy inspired manuscript submissions from researchers world wide, and seeks to submit articles that extend theoretical and empirical business kinfolk wisdom past that received from U.S. settings and information resources. Taken as a collection, the 8 papers contained in quantity thirteen of AILR truly mirror fulfillment of this aim.

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01. Who Controls Corporate Health Care Decisions and does it Matter? Correlations among Regression Variables. Table 3. 19 20 FORREST BRISCOE ET AL. we used an ordered probit regression model. The choice of the probit reflects the potential for the ordered polychotomous dependent variable to contain left- and right-hand censoring: some respondents could conceivably have experienced much greater than 8% inflation, or strong deflation, over the period. In addition, the variable is formally nonlinear since its categories are not of equal size.

First, finance managers might be contracting with fewer health plans simply to enjoy greater internal economies of scale achieved from consolidation. Our interviews suggest, however, that acquiring market power over the health plans is a more important motive. Second, while we found no evidence that finance managers were sacrificing measured quality while reducing costs, it may be that our health care quality management measures were insufficiently specified. Our index attempted to combine the varied activities undertaken by companies, but it may simply be too early in the development of quality management to define a set of practices for comparison.

A simple framework for understanding a more comprehensive view of conflict has developed based upon the exit-voice framework of Hirschman (1970). Under it people faced with dissatisfaction with an organization will either exit, that is leave the relationship, or attempt to change the relationship from within through some form of voice. This framework has been applied directly to the workplace in a variety of studies most notably, Freeman and Medoff (1984). The exit-voice framework provides greater insights into the relationships between individual expressions but offers little about collective forms of conflict and it too suffers from any treatment of 38 ROBERT HEBDON conflict suppression (Hirschman, 1970).

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