Showing papers in "Industrial and Labor Relations Review in 1954"
TL;DR: In this article, an investigation of singel factory seen in the light of Max Weber's theory of bureacracy is described, and a partial report, to be followed by another, is given.
Abstract: This is a study in industrial sociology; it a partial report, to be followed by another, of an investigation of singel factory seen in the light of Max Weber's theory of bureacracy.
1,656 citations
100 citations
TL;DR: The authors found that workers may have positive attitudes toward both employer and union regardless of the degree of conflict in the union-management relation, and that workers are "loyal" both to a union and to the employer for whom they work.
Abstract: Can a worker be "loyal" both to a union and to the employer for whom he works? Recent studies have indicated, contrary to a perhaps widely held negative point of view, that he can successfully "serve two masters." In this article, findings are reported on worker allegiance to union and management in three firms where labor relations ranged from cooperative to strongly antagonistic. The research suggests that workers may have positive attitudes toward both employer and union regardless of the degree of conflict in the union-management relation. (Author's abstract courtesy EBSCO.)
77 citations
TL;DR: The analysis of the union resembles the examination of the elephant by the blind men: it reveals a creature of diverse characteristics as mentioned in this paper, which may be regarded as a political organization, a social fraternity, a beneficial society, a pressure group, or a bargaining agency.
Abstract: Analysis of the union resembles the examination of the elephant by the blind men: it reveals a creature of diverse characteristics. The union may be regarded as, among other things, a political organization, a social fraternity, a beneficial society, a pressure group, or a bargaining agency. In this article, the union is appraised in yet another role--that of a business organization which must equate its expenditures with its income. Although the union does not function to make a profit, yet it cannot sustain for long an over-all financial loss on its operations and must operate within the rules of economic logic. Analysis of the financial problems faced by the union may explain, according to the author, such matters as the slow expansion of union membership, the concentration of strength in urban areas, and the increasing tendency of unions to seek members in diverse crafts and industries. (Author's abstract courtesy EBSCO.)
58 citations
TL;DR: This study of employer hiring practices is one of a series of analyses of the San Francisco Bay Area labor market undertaken by the Institute of Industrial Relations of the University of California, Berkeley as discussed by the authors.
Abstract: This study of employer hiring practices is one of a series of analyses of the San Francisco Bay Area labor market undertaken by the Institute of Industrial Relations of the University of California, Berkeley. (Author's abstract courtesy EBSCO.)
43 citations
28 citations
18 citations
TL;DR: In this article, the authors examined the mobility of individuals among noncompeting groups in terms of the relation between father's occupation and the career pattern of sons and found that educational attainment is perhaps the most important factor differentiating individuals in the various groups.
Abstract: The concept of "noncompeting groups"--for example, discrete dusters of occupations, such as manual labor, skilled mechanics, business executives, professionals, and the like, among which movement of individual workers is extremely limited--occupies a prominent role in wage and employment theory In analyses of the labor force, these groups are usually designated as socioeconomic classes The study here presented examines mobility of individuals among these groups in terms of the relation between father's occupation and the career pattern of sons Since educational attainment is perhaps the most important factor differentiating individuals in the various groups, the relation between father's occupational level and the educational level reached by sons is also analyzed (Author's abstract courtesy EBSCO)
16 citations
16 citations
TL;DR: In this paper, the authors investigated the factors that motivate union members to participate in union activities, and what differentiates them from less active individuals, based on case studies of three union locals with contrasting kinds of relationships with management.
Abstract: Inducing members to participate in union activities is one of the most difficult tasks confronting local union officers (and, it might be added, leaders of most other membership organizations). Especially is this the case where the impetus of overt union-management conflict is not present. What are the factors that motivate those members who do participate? What differentiates them from less active individuals? This article bases its answer to this question on case studies of three union locals with contrasting kinds of relationships with management. (Author's abstract courtesy EBSCO.)
14 citations
TL;DR: This paper found that the conflict of opinion as to the propriety and effectiveness of union political action is as marked among rank-and-file union members as among persons outside of the labor movement.
Abstract: As old as the efforts of trade unions to exercise political influence are the questions: Should unions attempt to influence the voting decisions of their members? Do unions have a significant effect on the political beliefs and actions of their members? Both issues are still unresolved and still debated as strongly as ever. In this article, results of research into the attitudes of members of a large Midwestern union on these issues are reported. The authors find that the conflict of opinion as to the propriety and effectiveness of union political action is as marked among rank-and-file union members as among persons outside of the labor movement. (Author's abstract courtesy EBSCO.)
TL;DR: In this article, an analysis of industrial relations in an African community, the interpersonal relations of Europeans, Asians, and Africans at work are seen as a counterpart of the relations of these groups in community life as a whole.
Abstract: The frictions which frequently appear in human relations within industry do not necessarily arise solely from the work situation In many cases, such conflicts may reflect the group memberships of the industrial participants and the relative positions of their groups in the total society In this analysis of industrial relations in an African community, the interpersonal relations of Europeans, Asians, and Africans at work are seen as a counterpart of the relations of these groups in community life as a whole (Author's abstract courtesy EBSCO)
TL;DR: In this article, the authors study the extent to which interunion raiding has occurred and its variety and sources and conclude that, while the no-raiding agreement is an important step toward a unified labor movement, its ultimate success may depend on the extent that some unions are willing to forego the organizational gains from raiding.
Abstract: Elsewhere in this issue, readers will find the full text of the recently concluded AFL-CIO no-raiding agreement and a list of the signatory unions. Joseph Krislov has studied the extent to which interunion raiding has occurred and its variety and sources. One conclusion from his study is that, while the no-raiding agreement is an important step toward a unified labor movement, its ultimate success may depend on the extent to which some unions are willing to forego the organizational gains from raiding. (Author's abstract courtesy EBSCO.)
TL;DR: The influence of union leaders in economic and political affairs is unquestionably strong as mentioned in this paper. But is there associated with this influence the social recognition which usually accompanies the possession of power? And are union officials accorded the prestige given to business and professional men?
Abstract: The influence of union leaders in economic and political affairs is unquestionably strong. Is there associated with this influence the social recognition which usually accompanies the possession of power? Are union officials accorded the prestige given to business and professional men? Such is the question raised in this article, which seeks a measure of the social recognition accorded union leaders by examination of the extent of their inclusion in biographical sources; the frequency of their appointment to public office; their participation on boards of universities, corporations, and foundations; their membership in community organizations. (Author's abstract courtesy EBSCO.)
TL;DR: In this paper, the U.S. Wage Stabilization Board's policies and administrative decisions relating to the internal wage rate structure are discussed. But, the authors focus on the UBS's policies, and do not discuss the impact of these policies on the overall labor market.
Abstract: Focuses on the U.S. Wage Stabilization Board's policies and administrative decisions relating to the internal wage rate structure. Internal wage adjustments; Merit and length-of-service increases; Group intraplant adjustments; Incentive plans. (Abstract copyright EBSCO.)
TL;DR: For example, this paper defined social distance mobility as the ratio between actual mobility and the amount of mobility one would expect if no relation existed between the son's occupational class and that of his father, the expected mobility would reflect only the availability factors influencing movement.
Abstract: dom to move within the limits set by demand. This is accomplished simply by defining social distance mobility of father-son occupations as total mobility divided by the demand factor. By defining social distance mobility as the ratio between actual mobility and the amount of mobility one would expect if no relation existed between the son's occupational class and that of his father, the expected mobility would reflect only the availability factors influencing movement. The data used in the research are taken from twenty thousand marriage license applications in Indianapolis. Occupation of the male applicant and his father was required in both time periods. These data gave a reasonably accurate picture of intergenerational movement when the formula used here is applied. Having taken account of the factor of availability of different ypes of occupations, the author then explored in turn the relative importance of ethnic, racial, and age factors. Mobility rates into and out of each occupational situation are given. No appreciable differences turned up in the amount and destination of occupational movement experienced by sons of foreign-born and native-born fathers in 1910. But in 1940 it was revealed that sons of foreign-born fathers moved into a larger proportion of positions in professional and proprietor occupations. Fewer were disposed to become manual workers than were sons of native-born fathers. If these same observations can be verified in other community studies where ethnic backgrounds are not predominantly North European, as in the case of Indianapolis, then a profound change in a popular assumption is warranted. But even the author hedges on making this kind of generalization. The results of the comparison of race with occupational mobility are not unexpected. Negroes became laborers three times as often as expected on the basis of the number of laboring jobs available in the total occupational structure in the 1940 period. The likelihood of Negroes becoming laborers did not depend upon their father's occupation.... From all occupational origins, Negroes were absorbed into the occupational structure only at those positions which were least economically and socially rewarding.
TL;DR: In interpreting the provision of the Wagner and Taft-Hartley Acts that permits the National Labor Relations Board to require that an employer reimburse a discriminatorily discharged employee for lost wages, the courts have embraced a doctrine of individualism, according to the author of this article, thus impeding the development of collective bargaining as mentioned in this paper.
Abstract: In interpreting the provision of the Wagner and Taft-Hartley Acts that permits the National Labor Relations Board to require that an employer reimburse a discriminatorily discharged employee for lost wages, the courts have embraced a doctrine of individualism, according to the author of this article, thus impeding the development of collective bargaining. In the absence of dear indication of Congressional intent, it should be assumed, he contends, that the purpose of the back-pay remedy is to discourage employer interference with group, action, i.e. collective bargaining. The courts, however, have pursued a policy on back pay based on an individualistic, common-law interpretation which disregards, rather than fosters, the interest of the worker group. (Author's abstract courtesy EBSCO.)