Showing papers in "Relations Industrielles-industrial Relations in 2005"
TL;DR: In this paper, the effects of working conditions in part-time and casual work on worker stress and the consequences for their workplaces were examined through interviews with occupational health and safety representatives, and focus groups and interviews with workers in retail trade.
Abstract: The purpose of this article is to examine the effects of working conditions in part-time and casual work on worker stress and the consequences for their workplaces. Data were collected through interviews with occupational health and safety representatives, and focus groups and interviews with workers in retail trade. Results show that job insecurity, short- and split-shifts, unpredictability of hours, low wages and benefits in part-time and casual jobs in retail sector, and the need to juggle multiple jobs to earn a living wage contribute to stress and workplace problems of absenteeism, high turnover and workplace conflicts. Gendered work environments and work-personal life conflicts also contribute to stress affecting the workplace. Equitable treatment of part-time and casual workers, treating workers with respect and dignity, and creating a gender-neutral, safe and healthy work environment can help decrease stress, and in turn, can lead to positive workplace outcomes for retail workers.
103 citations
TL;DR: The authors examined whether there has been improvement in benefits coverage for non-standard workers since the Wallace Report in 1983 and concluded that there has not been any improvement for nonstandard workers and they continue to be relatively disadvantaged compared to regular full-time workers.
Abstract: This paper examines whether there has been improvement in benefits coverage for non-standard workers since the Wallace Report in 1983. This study uses Statistics Canada’s Workplace and Employee Survey (WES) 1999 data. Results show significant differences in the receipt of benefits among non-standard workers, suggesting heterogeneity within this group of workers in terms of benefits coverage. Regular part-time and temporary full-time workers receive fewer benefits than regular full-time workers. Temporary part-time workers have significantly less likelihood of receiving benefits than the other three groups of workers. Overall, results show that since the Wallace Report findings, there has been little improvement in benefits coverage for non-standard workers, and they continue to be relatively disadvantaged in comparison to regular full-time workers.
52 citations
TL;DR: In this paper, the presence of publication bias in industrial relations research was investigated in the union-productivity effects literature and meta-regression analysis revealed evidence of bias among U.S. studies.
Abstract: This paper develops and applies several meta-analytic techniques to investigate the presence of publication bias in industrial relations research, specifically in the union-productivity effects literature. Publication bias arises when statistically insignificant results are suppressed or when results satisfying prior expectations are given preference. Like most fields, research in industrial relations is vulnerable to publication bias. Unlike other fields such as economics, there is no evidence of publication bias in the union-productivity literature, as a whole. However, there are pockets of publication selection, as well as negative autoregression, confirming the controversial nature of this area of research. Meta-regression analysis reveals evidence of publication bias (or selection) among U.S. studies.
51 citations
TL;DR: The International Transport Workers' Federation (ITF) flag of convenience campaign has been used to connect seafarers and port workers through a global strategy of union networking and coordinated industrial action as mentioned in this paper.
Abstract: Under the auspices of the International Transport Workers’ Federation’s (ITF) Flag of Convenience campaign, maritime unions have developed transnational global structures exploiting interdependencies in transportation production chains. The ITF, a London-based association of transport unions, connects the struggles of seafarers and port workers through a global strategy of union networking and coordinated industrial action. Seafaring unions draw on the industrial leverage of port workers to negotiate minimum standard pay agreements, while dock unions leverage the growing influence of the ITF in fighting union busting in ports. A global transnational ship inspector network provides the power basis for imposing collective agreements on shipowners. Although conceived as a resource for organizing seafarers, the inspectorate also provides port unions with leverage.
42 citations
TL;DR: In this article, les 134 repondants sont des directeurs aux services financiers d'une institution bancaire situee au Quebec, and their analyses de regression, effectuees selon les procedures de Kenny, Kashy et Bolger (1998), ont confirme l'hypothese de recherche.
Abstract: En s’appuyant sur la theorie de l’echange social, cet article rend compte de l’effet mediateur des differentes formes de justice organisationnelle (distributive, procedurale, interactionnelle) dans la relation entre les pratiques en gestion des ressources humaines (GRH) inspirees du modele de Lawler (1986) et l’engagement affectif. Les 134 repondants sont des directeurs aux services financiers d’une institution bancaire situee au Quebec. Des analyses de regression, effectuees selon les procedures de Kenny, Kashy et Bolger (1998), ont confirme l’hypothese de recherche. Ainsi, les resultats font ressortir que la perception de chacune des formes de justice organisationnelle represente une variable mediatrice essentielle pour que la mise en place des pratiques en GRH contribue efficacement au developpement et a la consolidation de l’engagement des employes envers leur organisation.
42 citations
TL;DR: The authors assess the effectiveness of the federal Employment Equity Act (EEA) with regard to visible minority (VM) employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census and find that large companies and larger employment groups within companies have higher levels of employment equity attainment.
Abstract: This study focuses on the effectiveness of the federal Employment Equity Act (EEA). We assess the EEA with regard to visible minority (VM) employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census. Data in this study cover the period 1987 to 1999. We find that large companies, and larger employment groups within companies, have higher levels of employment equity attainment. There are also considerable variations in employment equity attainment across industrial sectors, across provinces and across occupations. Overall, there has been general improvement in employment equity (EE) attainment over time. However, visible minorities continue to be disadvantaged in management, sales and service and technical positions. Several policy implications are drawn from these findings.
36 citations
TL;DR: In this article, the determinants of employees' participation in non-mandatory training offered by their employer were identified. But, the analysis model identified two groups of determinants, i.e. socio-demographic (age, gender, family responsibilities and education level) and employment-related (organizational tenure, hierarchical position and employment status).
Abstract: This article presents an empirical research on the determinants of employees’ participation in non-mandatory training offered by their employer. The analysis model identified two groups of determinants, i.e. socio-demographic (age, gender, family responsibilities and education level) and employment-related (organizational tenure, hierarchical position and employment status). Participants, mostly female, were employees from a large Canadian service organization. Results showed that age negatively influenced participation, that women participated more than men, and that the education level was negatively related to participation. Findings also indicated a non-linear relationship between organizational tenure and participation, and that the probability of participation in non-mandatory training increased with the hierarchical position occupied. Family responsibilities and employment status were not found to be significant predictors of participation.
34 citations
TL;DR: In this article, the authors examined the incidence of abusive events at work and compared the self-rated health assessments of young workers according to whether they have been victims or not, and found that exposure to bullying is associated with several self-reported health disorders among both men and women in employment.
Abstract: The study examines the incidence of abusive events at work and compares the self-rated health (SRH) assessments of young workers according to whether they have been victims or not. Subjects and materials were extracted from a data set covering the environmental and health conditions of the population of the Ostergotland region in Sweden. The focus was on people in paid employment aged 20–34 years. It appears that threats or acts of violence are more common than are bullying or sexual harassment among young working people, in particular among women. Further, when working conditions are relatively precarious, both men and women are comparably exposed to threat and violence but when conditions are more stable, women are proportionally more exposed than men. Furthermore, the study shows that, although less common than threat and violence are, exposure to bullying is associated with several SRH disorders among both men and women in employment.
32 citations
TL;DR: In this article, the author analyzes the relation between the concept of competences and the notion of federations, and analyzes whether the two concepts are constitues de facon contingente.
Abstract: Si la gestion des competences est encore un sujet d’actualite a la fois pour les gestionnaires de ressources humaines et pour bon nombre de responsables d’entreprise, c’est que l’objet meme de cette gestion ne cesse de prendre de l’importante au sein des nouveaux systemes productifs et face aux nouvelles contraintes de l’environnement. Pourtant, ces nouvelles approches, dont on parle beaucoup, sont peu et mal connues, et ne sont que tres rarement mises en perspective au plan international. Il peut donc etre interessant, partant d’un enjeu « theoriquement » similaire — la competence — de voir de quelle facon ces logiques et ces modes de gestion ont ete conceptualises, instrumentes et implantes de chaque cote de l’Atlantique. L’analyse conduit a observer que si les deux systemes se sont constitues de facon contingente, et que certains facteurs lourds leur sont encore associes aujourd’hui, d’autres forces poussent vers une certaine standardisation, pour ne pas dire universalisation des approches dans ce domaine desormais central de la gestion des ressources humaines.
32 citations
TL;DR: In this paper, the authors examined the relationship between employee involvement programs and workplace dispute resolution using data from the Workplace and Employee Survey (WES) conducted by Statistics Canada and found support for a link between worker involvement and lower grievance rates in unionized workplaces.
Abstract: This paper examines the relationship between employee involvement programs and workplace dispute resolution using data from the Workplace and Employee Survey (WES) conducted by Statistics Canada. The results provide support for a link between employee involvement and lower grievance rates in unionized workplaces. This link existed for establishments in both the goods and service sectors, but the practices involved differed between industrial sectors. By contrast, in nonunion workplaces, results of the analysis provided support for a link between the adoption of employee involvement programs and formal grievance procedures, but not between employee involvement and lower grievance rates.
28 citations
TL;DR: In this paper, a heterogeneite analysis of travailleurs independants is presented, based on the caracteristiques du producteur, the nature of the clientele, the type of the product, l'organisation du travis, and the protection contre les risques sociaux and professionnels.
Abstract: Le present article vise a decrire et a expliquer la diversite des situations couvertes par la categorie juridique de travailleur independant (travailleur autonome sans employe). Utilisant les methodologies de l’analyse factorielle de correspondances multiples et de la classification ascendante hierarchique, il analyse l’heterogeneite au sein d’un echantillon de 293 travailleurs independants, autour de cinq dimensions : les caracteristiques du producteur, la nature de sa clientele, le type de produit, l’organisation du travail (incluant la remuneration) et la protection contre les risques sociaux et professionnels. Ce faisant, il contribue a degager six profils de travailleurs independants : les non-professionnels independants, les petits producteurs dependants, les professionnels liberaux, les conseillers et consultants, les autres independants et ceux cumulant travail independant et salariat atypique et, finalement, les professionnels beneficiant d’ententes collectives de travail. Il illustre par ailleurs qu’une partie de cette heterogeneite est attribuable au brouillage des frontieres entre les modeles « purs » de salariat et d’independance.
TL;DR: In this article, the authors present the concepts and the demarche of the theorie de the structuration d’Anthony Giddens, and present a dualite of l'organise et de l’organisant debouche sur une conception pertinente de l'action, de la coordination and du changement organisationnel.
Abstract: L’objectif de cet article est de presenter les concepts et la demarche de la theorie de la structuration d’Anthony Giddens. L’idee fondamentale du modele de structuration des systemes sociaux propose par cet auteur est que les structures, ensemble de regles et de ressources, organisent les activites tout autant que les activites les organisent et leur donnent du sens et une finalite. Cette dualite de l’organise et de l’organisant debouche sur une conception pertinente de l’action, de la coordination et du changement organisationnel ; elle permet notamment de « faire le pont » entre les dynamiques de structuration individuelles et les dynamiques de structuration collectives.
TL;DR: In this paper, the authors test two mesures of the realisation of a contrat psychologique: a direct mesure directe and a soustractive mesure.
Abstract: Si le concept de « contrat psychologique » est desormais largement repandu dans la litterature, les instruments de sa mesure font encore defaut. Rousseau a propose en 1990 le Psychological Contract Index (PCI), qu’elle a actualise en 1998-2000. Cet article vise a adapter cet outil en France et a le completer en testant deux mesures de la realisation du contrat psychologique : une mesure directe et une mesure soustractive. Il pose aussi le probleme de la mesure de la reciprocite propre au contrat psychologique et s’appuie sur le modele de Morrison et Robinson pour tester une relation moderatrice entre les scores de realisation de l’entreprise et ceux de l’employe. Les resultats d’une enquete menee aupres de 217 cadres francais confirment partiellement les hypotheses de l’auteure. Ils montrent que la structure factorielle du PCI manque de stabilite et doit faire l’objet de nouvelles recherches quant a sa validite : 14 facteurs sont identifies au lieu des sept avances par Rousseau dans le PCI. Conformement aux hypotheses posees, c’est la mesure directe de la realisation du contrat qui demontre la meilleure validite. En outre, l’auteur valide le role moderateur de la realisation du contrat psychologique par le salarie.
TL;DR: In this paper, the authors trace the historical origins of graduate student unions in Canada, discuss relevant legal concerns, analyze pertinent collective bargaining and strike issues, and suggest avenues for future research.
Abstract: Graduate student unions are beginning to attract attention in Canada and the United States. In Canada, unionization on campuses is especially important for organized labour, as union density has dropped below 30 percent for the first time in five decades. Graduate student unionization is also important in the wider context of precarious employment in North America. Despite the decline in overall union density, graduate student unions have continued to grow in the past decade. However, there is a paucity of scholarly research in this area. In this article, we trace the historical origins of graduate student unions in Canada, discuss relevant legal concerns, analyze pertinent collective bargaining and strike issues, and suggest avenues for future research.
TL;DR: Montréal. as discussed by the authors offre des services d'édition numérique de documents scientifiques depuis 1998, i.e., offrègles d'criture des références bibliographiques peuvent varier selon les différents domains du savoir.
Abstract: Montréal. Il a pour mission la promotion et la valorisation de la recherche. Érudit offre des services d'édition numérique de documents scientifiques depuis 1998. Note : les règles d'écriture des références bibliographiques peuvent varier selon les différents domaines du savoir. Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter à l'URI
TL;DR: In this paper, the authors propose a reflexion theory based on alignement vertical and coherence horizontale of the GRH architecture, and explore le caractere unique of GRH au niveau de la coherence des pratiques and the complexite des liens avec l'alignement vertical.
Abstract: Le domaine de la gestion strategique des ressources humaines manque d’encadrement theorique en ce qui concerne le caractere unique de l’architecture de ressources humaines (RH). L’article propose une reflexion theorique sur cette notion et ses deux dimensions principales : l’alignement vertical et la coherence horizontale. L’expose explique comment et pourquoi les organisations de meme type possedent sensiblement la meme architecture RH. L’importance du role des contingences internes et des conditions de realisation des objectifs RH est abordee. L’auteur explore le caractere unique de la GRH au niveau de la coherence des pratiques et la complexite des liens avec l’alignement vertical. Un modele combinant les deux dimensions de l’architecture RH propose des pistes de reflexion quant a leur effet interactif sur la performance organisationnelle. Des hypotheses et strategies de recherche pour mesurer la presence et l’impact de la coherence horizontale sur la performance organisationnelle sont suggerees.
TL;DR: In this paper, the authors investigated the effect of adopting remuneration basee sur les competences on the culture de gestion participative and found that adoption of remunerations basee on the competences relieves the culture of participative.
Abstract: Cette etude s’interesse aux determinants et aux incidences de la remuneration basee sur les competences. Les donnees ont ete colligees par questionnaire aupres de 189 responsables de la gestion des ressources humaines a l’emploi d’entreprises du secteur prive comptant plus de 200 employes. Les resultats confirment que l’adoption de la remuneration basee sur les competences est positivement reliee a la culture de gestion participative. Apres avoir controle pour la taille de l’entreprise et la presence syndicale, les resultats montrent que, compares aux autres, les repondants qui sont a l’emploi des organisations ou l’on adopte la remuneration des competences sont statistiquement plus portes a estimer (a) que leur organisation est plus performante tant sur le plan de la finance que des ressources humaines et (b) que leur processus de gestion du rendement est plus efficace tant pour realiser la strategie d’affaires que pour traiter equitablement le personnel.
TL;DR: In this article, the authors explored the ways in which spatial configurations have shaped the use of contractors in the export coalfields of Queensland (Australia) and western Canada since the late 1960s.
Abstract: This study explores the ways in which spatial configurations have shaped the use of contractors in the export coalfields of Queensland (Australia) and western Canada since the late 1960s. It is argued that the divergent employer strategies pursued after 1996—whereby Queensland producers dramatically increased their use of contractors while their Canadian counterparts did not—reflects their different spatial placement within the global coal trade. In Canada, the main problem was locational disadvantage due to distance from deep-water. In consequence, employers responded to falling prices by concentrating production in the area of greatest locational advantage. For Queensland producers, the issue was high mine-site labour costs. In this context, using contractors was part of a strategy to transform labour relations through the Workplace Relations Act.
TL;DR: A study of horizontal and vertical solidarity within a national labour movement, based on a nationwide survey of members of affiliated unions of the Congress of South African Trade Unions (COSATU), is presented in this paper.
Abstract: This is a study of horizontal and vertical solidarity within a national labour movement, based on a nationwide survey of members of affiliated unions of the Congress of South African Trade Unions. On the one hand, the survey reveals relatively high levels of vertical and horizontal solidarity, despite the persistence of some cleavages on gender and racial lines. On the other hand, the maintenance and deepening of existing horizontal and vertical linkages in a rapidly changing socio-economic context, represents one of many challenges facing organized labour in an industrializing economy. COSATU’s strength is contingent not only on an effective organizational capacity, and a supportive network linking key actors and interest groupings, but also on the ability to meet the concerns of existing constituencies and those assigned to highly marginalized categories of labour.
TL;DR: This article examined the variability of workers' earnings in Canada over the period 1982-1997 and found an increase in earnings variability between 1982-89 and 1990-97 that is largely confined to men and largely driven by widening long-run earnings inequality.
Abstract: This paper examines the variability of workers’ earnings in Canada over the period 1982‑1997. Using a large panel of tax file data, we decompose total variation in earnings across workers and time into a long-run inequality component between workers and an average earnings instability component over time for workers. We find an increase in earnings variability between 1982‑89 and 1990‑97 that is largely confined to men and largely driven by widening long-run earnings inequality. Second, the pattern of unemployment rate and GDP growth rate effects on these variance components is not consistent with conventional explanations and is suggestive of an alternative paradigm of how economic growth over this period widens long-run earnings inequality. Third, when unemployment rate and GDP growth rate effects are considered jointly, macroeconomic improvement is found to reduce the overall variability of earnings as the reduction in earnings instability outweighs the widening of long-run earnings inequality.
TL;DR: In this article, the authors examine the role of negociation collective in the regulation of the marche du travail, ou plus precisement dans la creation and preservation of l'emploi.
Abstract: De nombreuses sources indiquent que l’emploi prend aujourd’hui une place croissante dans la negociation collective au sein de l’Union europeenne. Il faut alors s’interroger sur le role que joue la negociation collective dans la regulation du marche du travail, ou plus precisement dans la creation et la preservation de l’emploi, en termes de postes de travail, ainsi que dans la regulation des entrees et sorties du marche du travail. L’article traite cette question en examinant la nature des processus de negociation impliques. Il tente de montrer en quoi les compromis portant sur l’emploi sont specifiques, impliquent des relations particulieres entre interlocuteurs sociaux et Etat, et constituent autant de tentatives de reguler conjointement les transformations actuelles du marche du travail.
TL;DR: The first analysis of aggregate raiding activity in Ontario by isolating raid applications from available certification data was provided in this paper. But the analysis was limited to the first three decades of the 1970s and the 1990s.
Abstract: This paper provides the first analysis of aggregate raiding activity in Ontario by isolating raid applications from available certification data. Raiding in Ontario generally decreased over the 1975 to 2003 period save for the huge increases in 2000 and 2001 involving the CAW and SEIU. Bargaining units are significantly larger in raids, and legislative changes had little effect on aggregate raiding levels. Over most of the period raiding activity has been quite modest. Thus analyses of union organizing and its effect on union density are unlikely to be affected by leaving raids in the organizing data. An important exception occurs in 2000 and 2001, where the certification data seriously overstate new organizing. Corrected measures show that new (non-raid) union organizing continues to decline in Ontario. The decline in new organizing has been greater than the decline in raiding, resulting in an increased proportion of organizing due to raids in recent years.
TL;DR: In this article, the authors present a reflexion entourant l'elaboration of a modele de conception of the formation visant une meilleure prise en compte de the realite du camionneur.
Abstract: Cet article presente une reflexion entourant l’elaboration d’un modele de conception de la formation visant une meilleure prise en compte de la realite du camionneur. Derriere un probleme de formation se cache un probleme plus large de connaissances necessaires pour affronter efficacement les situations de la vie et d’aide a l’apprentissage sur le cours de vie. Une telle aide necessite prealablement de documenter la realite du camionneur en termes d’activite de formation et d’activite de travail. Une observation participante d’une formation de camionneurs et une analyse de l’activite de travail ont ete realisees. Documenter ainsi la realite du camionneur permet d’identifier des situations a transformer pour aider a l’efficacite et la securite des apprentis et des camionneurs. Cette reflexion a permis l’elaboration d’un modele de conception proposant une double intervention : sur la formation et sur le travail comme moyen d’aider a l’apprentissage sur le cours de vie professionnelle.
TL;DR: In this paper, the authors analyse l'evolution jurisprudentielle de the notion de condition sociale en nous penchant tant tant sur l’interpretation des tribunaux de droit commun que sur celle du Tribunal des droits de la personne, nous identifierons les elements objectifs and subjectifs du travail precaire and nous questionnerons l'interpretation of the notion of condition sociality proposee par la Commission des droit de the personne.
Abstract: Le travail atypique se caracterise par d’importantes disparites de traitements entre les personnes effectuant, au sein d’une meme entreprise, des tâches semblables mais ayant des statuts d’emploi differents. Le present article tente d’etablir si le statut d’emploi peut etre considere comme un element constitutif de la condition sociale au sens de l’article 10 de la Charte des droits et libertes de la personne. Pour ce faire, nous analyserons l’evolution jurisprudentielle de la notion de condition sociale en nous penchant tant sur l’interpretation des tribunaux de droit commun que sur celle du Tribunal des droits de la personne, nous identifierons les elements objectifs et subjectifs du travail precaire et nous questionnerons l’interpretation de la notion de condition sociale proposee par la Commission des droits de la personne.
TL;DR: In this article, a reanalyse des donnees conduit a des conclusions plus nuancees, i.e., satisfaction des professionnels envers le style de gestion de leur superieur augmente au fur and a mesure that les styles of gestion sont plus ouverts.
Abstract: Selon les perspectives theoriques de la mobilisation et du choc des cultures, un style de gestion trop directif ne repond pas aux attentes d’autonomie des professionnels, ce qui risque de se traduire par une demobilisation. Pourtant les conclusions d’une etude empirique (echantillon de plus de 2 000 professionnels du secteur public) remettent en cause ces perspectives theoriques en affirmant que les professionnels preferent davantage etre enregimentes par leur superieur que d’etre independants (ne pas etre controles par leur superieur). Une reanalyse des donnees conduit a des conclusions plus nuancees. La satisfaction des professionnels envers le style de gestion de leur superieur augmente au fur et a mesure que les styles de gestion sont plus ouverts. De plus, un modele d’equations structurelles indique que la dimension humaine du style de gestion (participation) et la satisfaction des professionnels envers cette dimension jouent un role important dans la mobilisation des professionnels. Il est donc important de se soucier de son personnel pour le mobiliser.