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This article provides an overview of the regulation of artificial intelligence (AI) in Brazil, with a focus on its impact on labor and employment. While AI adoption in Brazilian industry is still limited, a significant portion of jobs in the country are considered highly vulnerable to AI. The article highlights the challenges and lack of regulation surrounding platform work and the potential impact of AI on agriculture. The Brazilian government has established the Brazilian National Strategy for Artificial Intelligence (EBIA) to promote responsible AI development and the training of qualified professionals. Additionally, there are bills being drafted to regulate AI and establish principles, rights, and duties for its use, as well as to provide rights for individuals affected by AI systems. The article emphasizes the importance of social dialogue and workers' organizations in protecting workers' rights in the face of AI advancements. [Extracted from the article]

This document is an index of articles published in the ILR Review, Volume 77 in 2024. The articles cover a range of topics related to labor and employment, including the size and composition of the independent contractor workforce, the wage premia of refugee immigrants, the impact of manufacturing credentials on earnings, and the use of wearable devices in work processes. Other articles explore issues such as workplace competition, labor market dualization, and the Europeanization of wage policy. The index provides a comprehensive overview of the articles published in this volume, allowing researchers to easily locate and access relevant information. [Extracted from the article]

Reducing human-made greenhouse gas emissions is crucially important for life on earth, but it requires restructuring industries in ways that could disrupt millions of workers' lives globally. Whether this transition is "just" from the perspective of workers depends on the magnitude of job losses, the quality of new jobs, and the transitions workers experience from their current jobs to new ones. Using the example of the German automotive industry, where the shift to electric vehicle production has recently accelerated, the authors identify recommendations for unions and policymakers in North America and beyond. This article provides an overview of the tools for workers and trade unions in Germany to steer the transition and shows how analogous tools could be strengthened or created elsewhere. [ABSTRACT FROM AUTHOR]

The European Social Dialogue (ESD) has served as the platform for European social partners to negotiate parental leave policies at the European Union (EU) level since 1995. The partners' efforts to revise the regulations in 2015, in response to the European Commission's broader approach toward European work–life balance policies, failed, however, and the reasons for and implications of this failure remain insufficiently explored. Drawing on existing ESD literature and leveraging the regulator-intermediary-target (RIT) model, the authors develop a typology of policymaking outcomes based on the analysis of three parental leave directives from 1996 to 2019. The findings demonstrate that divergent preferences among European social partners, particularly when juxtaposed against the Commission's policy objectives and interests, reduced the probability of a successful ESD through which European social partners could generate a framework agreement. Instead of being rule-makers, these conditions relegated European social partners to the role of rule-takers. If this trend continues, it poses a significant challenge to the role and influence of European social partners in EU policymaking. [ABSTRACT FROM AUTHOR]

Through an ethnographic study of a manufacturing monitoring technology, the author examines how the relations among workers, managers, and third-party technologists impact the ongoing configuration of cloud-based workplace technologies. Because these technologies are broadly networked, data-driven, and highly malleable, the author argues that technologists have an increasingly prominent role. By tracing issues raised by workers and managers in the focal customer firm, the study shows that the employment relation can explain only a limited set of outcomes. An analysis that accounts for technologists' innovative and economic relations with their users fully explains which issues are resolved and how. In contrast to research that implies technologists amplify institutionalized patterns of labor–management relations through their design choices, this study shows that technologists are complex organizational actors with situated interests, values, and identities. Through the development of a triadic model of relations, the author demonstrates why technologists must be included in analyses of contemporary technologies. [ABSTRACT FROM AUTHOR]

The gradual shift in power relations between organized employers and employees since the 1970s has increasingly affected the functioning of national industrial relations systems. According to a broad literature, the most important of these consequences is an increase in employer discretion. This article tests this claim by performing a longitudinal content analysis on three Dutch collective contracts. It develops an analytical framework based on four dimensions of employer discretion. Results show that although employer discretion did increase on all four dimensions between the mid-1970s and the 2020s, significant temporal and sectoral variation has occurred. In addition, the article argues that a loss of democratic influence by employees intensified the increase of the one-sided decision-making powers of employers, and that the collective contract is being transformed from a joint labor–capital effort to solve workplace problems to a management instrument. [ABSTRACT FROM AUTHOR]

"Networks, Labour and Migration among Indian Muslim Artisans" by Thomas Chambers is an ethnography that explores the lives of Muslim artisan woodworkers in Saharanpur, India. The study focuses on their workshops, migration patterns, and the importance of friendships and social ties in their working lives. The article highlights the decline of the industry, the role of Muslim identity in employment opportunities, and the impact of Gulf migration on class differentiation. The author also discusses the contrast between migrant artisans from Uttar Pradesh and returnee migrants from Kerala, as well as the relationship between material constraints and cultural factors in shaping class consciousness. [Extracted from the article]

"Unionizing the Ivory Tower: Cornell Workers' Fifteen-Year Fight for Justice and a Living Wage" by Al Davidoff is a memoir that tells the story of how low-paid Cornell employees organized and fought for better working conditions and wages. The book provides a detailed account of the challenges faced by these workers, including poverty wages, arbitrary bosses, and oppressive conditions. It also explores the process of organizing a union and the strategies employed to gain recognition and negotiate a fair contract. The book addresses issues of race and racism within the context of the struggle for justice. Overall, "Unionizing the Ivory Tower" offers valuable insights into worker organizing, union building, and labor-management relations. [Extracted from the article]

"Stitching Governance for Labour Rights: Towards Transnational Industrial Democracy?" by Juliane Reinecke and Jimmy Donaghey explores the problem of democratizing transnational supply chain governance. The authors argue that private regulation systems in developing countries marginalize worker voice, and propose a new paradigm informed by industrial democracy principles. The book focuses on the garment industry in Bangladesh, where the authors conducted interviews and observations to gather data. The authors analyze the power dynamics in supply chains, examine the role of unions and NGOs, and compare the governance structures of the Accord and the Alliance. They conclude that the Accord and JETI initiatives represent promising forms of democratic governance, but further progress depends on broadening the coalition of progressive forces. Overall, the book offers valuable insights into institutional processes that both facilitate and resist worker representation in transnational supply chains. [Extracted from the article]

Employer Wage Subsidy Caps and Part-Time Work. I See i Kelly, Erin L. Yang, Duanyi, Erin L. Kelly, Laura D. Kubzansky, and Lisa Berkman. I See i Kelly, Erin L. Wright, Chris F. I See i Arnholtz, Jens. Schatz, Ronald W. I The Labor Board Crew: Remaking Worker-Employer Relations from Pearl Harbor to the Reagan Era. i Reviewed by Joseph A. McCartin. Employer Wage Subsidy Caps and Part-Time Work. [Extracted from the article]

This article investigates the relationship between the share of assets held by institutional investors relative to GDP and a synthetic index of union bargaining power in 20 OECD countries from 1980 to 2017. Findings from the use of fixed-effects OLS and instrumental variables regressions show that the share of assets held by institutional investors, especially insurance companies and pension funds, is correlated with a decline in union bargaining power. The authors argue that by contributing to significant changes in corporate strategies and governance through potential effects on jobs and wages, institutional investors in most OECD countries may have weakened the influence of trade unions, thereby leading to a higher decentralization of wage bargaining. Mixed evidence is found, however, when investigating the role of complementarity across institutions to explain cross-country heterogeneity. [ABSTRACT FROM AUTHOR]

The annual Letter from the Editors of the ILR Review reflects on the journal's developments and highlights over the past year. The editorial team has undergone changes, with Lawrence Kahn stepping down as Co-Editor and Michele Belot joining as Co-Editor. The journal has published research on various topics, including precarious work, worker mobilization, workplace technologies, and migration. The current issue includes special collections on transnational employment relations in the European Union and workplace AI regulation around the world. The journal aims to continue publishing research that advances understanding of work, employment, and labor. [Extracted from the article]

"A Racial Reckoning in Industrial Relations: Storytelling as Revolution from Within" is a book that challenges the systemic bias in industrial relations (IR) scholarship and calls for a rethinking of how race is addressed in the field. The collection of essays highlights the contributions of scholars of color that have been historically erased from the IR canon and emphasizes the need to center race and racial oppression in the development of critical IR theory. The book draws inspiration from the Black Lives Matter movement and the COVID-19 pandemic to examine the racial dynamics in the workplace and advocates for the adoption of theoretical resources from Critical Race Theory (CRT) to reshape IR knowledge. It also emphasizes the importance of narrative strategies and giving voice to marginalized groups in understanding systems of labor relations rooted in sexism and racism. While the collection primarily focuses on US experiences and theorizations, it suggests the need for a broader reckoning in racialized IR landscapes across global, national, and local contexts. Overall, the book provides concrete strategies and ideas for incorporating critical race perspectives into IR research, pedagogical practice, and engagement in labor relations. [Extracted from the article]

Despite its political and strategic importance, the Middle East and North Africa (MENA) region has been largely absent from cross-regional comparative treatments of industrial and labor relations. This special issue builds on a rich, multidisciplinary, and methodologically diverse body of research on labor and employment in the MENA, bringing together a collection of cutting-edge work in this field. The goal is to bring the study of the MENA into conversation with international and comparative scholarship on industrial and labor relations and to encourage more systematic inclusion of the MENA in comparative work. Drawing on research on Egypt, Jordan, Morocco, Tunisia, Israel, and the Gulf states, contributors to this special issue advance comparative scholarship on migration, labor market outcomes, worker agency, and the relationship between unions and precarious workers. This introductory essay situates these contributions in the context of three bodies of research in the study of labor in the MENA: resistance and contentious activism, labor market challenges, and migration. [ABSTRACT FROM AUTHOR]

Based on a case study of non-citizen Palestinian workers in the Israeli construction sector, this article explores the dynamic relationship between the exclusionary imperative of ethnonationalism and the inclusionary imperative of neoliberalism. The authors argue that these imperatives together constitute a heuristically useful framework that can help to explain the choices of social actors and the constraints on these choices, as well as the apparently contradictory developments that affect industrial relations institutions and the employment relationship more broadly. While neoliberalism generally weakens organized labor, the study shows how the dynamic between these two imperatives can open space for the inclusion of disenfranchised ethnonational groups within collective labor relations—a first step to political empowerment. The study thus re-asserts the importance of organized labor as a powerful actor able to engender progressive change, even for the "ethnonational other" under rigidly ethnonationalistic regimes. [ABSTRACT FROM AUTHOR]

Drawing on a qualitative analysis of a group of mobilized precarious workers in Tunisia's public sector, the author asks how workers' collective actions are shaped by and, at the same time, can act upon labor unions' responses to them. Findings suggest that unions can enable and simultaneously constrain precarious workers' collective actions. More important, workers learn from their interactions with the union, and this learning process can contribute to innovations in workers' mobilizing structure and repertoire of actions. The Tunisian case contributes to the debate on the relationship between precarious workers and institutionalized actors as well as to the study of mobilized precarious workers by elucidating the ways in which the workers' embedded and innovative agency plays out within and beyond a well-established labor union. [ABSTRACT FROM AUTHOR]

In this article, the authors examine the role of labor immigration as a source of institutional change. They use a "most different systems" comparative case study analysis of the Danish and Australian construction sectors to examine the impact of increased labor migration on skill-sourcing practices in countries with distinct national skill formation and industrial relations institutions. Drawing on 73 interviews with industry stakeholders, the authors find that labor migration has produced liberalizing pressures in both Denmark and Australia, albeit in ways that differ from each other. The article contributes to comparative institutional scholarship by illustrating how labor migration can promote or support institutional change in a liberalizing direction by disincentivizing coordinated skill formation. Findings suggest that while national institutions mediate external pressures, such as labor migration, such pressures may affect the incentive structures that can either maintain or erode national institutions. [ABSTRACT FROM AUTHOR]

This article utilizes a new nationally representative survey, executed in January 2020, that measures non-standard work. The author estimates the incidence of contract company employment and freelancing and describes who goes into non-standard employment. He then studies earnings and access to employer-provided training among contract company employees—the largest and most mis-measured group of non-standard workers. Training is important because it affects wage growth and career trajectories and also gives insight into the evolving character of employment relationships. Findings indicate that contract company employees face an earnings penalty but that considerable heterogeneity occurs within this category. The analysis of multiple forms of formal training finds that contract company employees receive less training than do standard employees even after multiple controls. Informal training is more textured due to the nature of social interactions inherent in its availability. Throughout the analysis, racial and ethnic disparities are apparent. [ABSTRACT FROM AUTHOR]

This study uses newly disaggregated National Labor Relations Board (NLRB) election data to revisit the theory that sectoral and regional shifts in economic activity contributed substantially to private-sector union decline in the United States. Unlike most studies, which focus on differential employment growth among union and non-union establishments, this article focuses on how such shifts may have affected organizational rates themselves. Improved data permit a shift-share decomposition that indicates that approximately 40% of the decline in union elections is in response to sectoral shifts, the majority attributable to changes within each sector. Moreover, in an update to Dickens and Leonard's 1985 study, the author shows that declining organization rates since 1980 are responsible for a decline in union density of 5.4 percentage points. [ABSTRACT FROM AUTHOR]

In this article, I explore how granting customers this kind of direct power over gig workers' performance evaluations shapes the worker-customer interaction. I describe this system as a distinctive version of the customer-employer-worker service triangle, in which employers "launder control through customers." To understand this phenomenon, I attended driver meetings, interviewed 55 drivers across the United States, and surveyed 486 drivers. [Extracted from the article]

Following the first EU procurement directive (2004), EU institutions redefined public procurement as part of the single market, imposed protections of bidders, and spelled out how these rights should be balanced against labor and environmental standards. Jaehrling and Stiehm show how public procurement professionals can become engaged in an institutional experiment for better work. Karen Jaehrling and Christin Stiehm's new book on public procurement in Germany channels Karl Polanyi. [Extracted from the article]

The Dependency Structure of Bad Jobs: How Market Constraint Undermines Job Quality. I See i Cornell, Angela B. Trotter, Joe William, Jr. I See i Osterman, Paul. Myers, Samuel L., Jr. I See i Darity, William A., Jr. Narayan, Ayushi. Xu, Man. I See i Darity, William A., Jr. Yang, Jooyoung. Trotter, Joe William, Jr. I See i Osterman, Paul. [Extracted from the article]

This article examines changes in parental labor supply in response to the unanticipated closure of schools following the onset of the COVID-19 pandemic in the United States. The authors collect detailed daily information on school closures at the school-district level, which they merge to individual-level data on labor supply and sociodemographic characteristics from the monthly Current Population Survey spanning from January 2019 through May 2020. Using a difference-in-differences estimation approach, the authors find evidence of non-negligible labor supply reductions. Having a partner at home helped offset the negative effect of school closures, particularly for maternal employment, although respondents' job traits played a more significant role in shaping labor supply responses to school closures. Overall, the labor supply impacts of school closures prove robust to identification checks and to controlling for other coexistent social distancing measures. In addition, these early school closures seem to have had a long-lasting negative impact on parental labor supply.

"The UAW's Southern Gamble: Organizing Workers at Foreign-Owned Vehicle Plants" by Stephen J. Silvia analyzes the UAW's attempts to organize foreign-owned motor vehicle assembly plants in the southeastern United States from the mid-1980s to 2019. Silvia documents the limited success of these efforts, highlighting obstacles such as a hostile local business community, anti-UAW workers, and political opposition. The book also explores the complexities of the UAW's relationship with IG Metall, a German union, during the organizing campaign at the Chattanooga Volkswagen plant. The insights provided by Silvia's analysis offer valuable information for future research and highlight the challenges faced by union organizers. [Extracted from the article]

"Marketization: How Capitalist Exchange Disciplines Workers and Subverts Democracy" by Ian Greer and Charles Umney is a book that explores the role of marketization in driving change in capitalism and its consequences for workers and democracy in Europe. The authors argue that marketization disciplines workers and widens inequalities, undermining social democratic pillars of the European political economy. The book provides a theoretical framework rooted in Marxist political economy and analyzes case studies in welfare-to-work systems, healthcare, and live music performance. It also highlights the role of powerful actors in designing market rules and the persistence of monopoly and oligopoly forms of business. The book offers valuable insights into the real-world processes of marketization and is recommended for those interested in workers' rights and defending dignity in an unequal world. [Extracted from the article]

The authors provide a comprehensive overview of codetermination, that is, worker representation in firms' governance and management. The available micro evidence points to zero or small positive effects of codetermination on worker and firm outcomes and leaves room for moderate positive effects on productivity, wages, and job stability. The authors also present new country-level, general-equilibrium event studies of codetermination reforms between the 1960s and 2010s, finding no effects on aggregate economic outcomes or the quality of industrial relations. They offer three explanations for the institution's limited impact. First, existing codetermination laws convey little authority to workers. Second, countries with codetermination laws have high baseline levels of informal worker voice. Third, codetermination laws may interact with other labor market institutions, such as union representation and collective bargaining. The article closes with a discussion of the implications for recent codetermination proposals in the United States. [ABSTRACT FROM AUTHOR]

Since the auto industry's 2008 crisis, the decades-long trend toward outsourcing by the Detroit Three automakers has stalled. During and after the crisis, original equipment manufacturers moved work inside their corporate boundaries, including the purchase of eight previously spun-off parts plants. Why has this happened? Drawing on 77 interviews in the United States and Canada and 27 insourcing cases, the authors explore how and why insourcing has taken place. Past literature has considered the costs and benefits of creating the vertically integrated corporation, the managerial politics behind vertical disintegration, and the labor–management relations that shape both. While much industrial relations scholarship points to decentralized plant-level partnerships as a union strategy to win investment, the authors find that local unionists are intervening in the politics of the corporation above the plant level to influence the purchasing, manufacturing, and engineering functions that determine the sourcing decision. [ABSTRACT FROM AUTHOR]

A major theoretical objection against employee share ownership is that workers are exposed to excessive financial risk. Theory posits that 10 to 15% of a typical worker's wealth portfolio can be prudently invested in employer stock. The authors analyze employee share ownership in US family portfolios using the 2004 to 2016 Survey of Consumer Finances. Overall, 15.3% of families with private-sector employees held employer stock in 2016, and one in six of these families exceeded the 15% threshold. Employee share ownership appears to generally add to, rather than substitute for, both pension and overall wealth. Employee share owners express higher risk tolerance and financial knowledge and greater understanding of the value of diversification. While financial risk does not appear to be a substantial problem for most employee share owners, a small minority may face excessive risk, and the authors suggest approaches to reduce such risk. [ABSTRACT FROM AUTHOR]

"We Kept Our Towns Going: The Gossard Girls of Michigan's Upper Peninsula" by Phyllis Michael Wong is a book that documents the working lives of women employed in the Gossard plant, an undergarment factory in North Michigan. The book traces the history of the factory from its establishment in 1920 to its closure in 1976, exploring its impact on the community and the rise of labor consciousness among its employees. Wong uses oral histories from former workers to provide a personal perspective on the factory's history and its connection to larger historical events such as World War II and the unionization of industrial workers. The book will appeal to readers interested in women's working-class history, workplace democracy, and labor studies. [Extracted from the article]

Using case studies of labor's interaction with Uber in the United States, the author investigates how legal relations between cities and states affect labor relations models. The case studies demonstrate a persistent dilemma for labor actors outside the National Labor Relations Act: While local regulations might be more politically accessible, these interventions are also more legally vulnerable to state and federal preemption attempts. The implications of this common dilemma are explored through the struggles of unions and labor actors with Uber in New York City, Seattle, and California. The case studies show that city–state relations affect both how innovative and how assertive a local labor relations model can afford to be. These findings can influence broader discussions about ossification and power outside traditional labor relations frames. [ABSTRACT FROM AUTHOR]

The articles in this volume grew out of a 2018 conference organized by the Rutgers School of Management and Labor Relations and Cornell University's ILR School to address questions regarding labor regulation at lower levels of government. During the extended period that federal reform has been blocked, enormous activity has taken place at the state and local levels in terms of both the passage of new employment laws and regulations as well as their administration and enforcement. Drawn from the larger set of papers presented at that conference, these articles focus on specific dimensions of the puzzle. This introduction paints the broader picture suggested by the conference and papers taken as a whole. The move toward federalism as a strategy, particularly as an alternative to organizing through the NLRA, while promising, is so far limited because it focuses on the substance of labor regulation exclusively, in isolation from the procedures through which work regulation is promulgated and enforced. The most likely place to look for reforms that will give the new labor federalism institutional support and stability comparable to that of the New Deal collective bargaining regime at its apogee is in their implementation and enforcement. [ABSTRACT FROM AUTHOR]

Despite the salience of racism and other "isms" woven into the fabric of US society, there is a dearth of industrial relations (IR) scholarship that engages critical race and intersectional theory (CRT/I) to deeply understand how structural racism and other social identity-based systems of oppression govern labor and employment systems. The authors call for the incorporation of CRT/I into IR to address the erasure of vital counter-narratives and to expand our empirical cases for labor and employment research. Focusing on leading scholarship on worker organizing, the authors confront white dominance in our research questions, methodologies, and analyses to illustrate how traditional "color-blind" and meritocracy-based IR theories lead to the exclusion of relevant knowledge. In an era of heightened public discourse and worker uprisings in response to deep-rooted systemic inequities, critical industrial relations research is vital to the field's relevance and its expertise in explaining the nature and consequences of contemporary labor contestations and their impact on the future of the labor movement. [ABSTRACT FROM AUTHOR]

A central assumption in industrial relations theory is that conflict is rooted in an enduring difference between the interests of labor and management. In recent years, the reality of work has changed for many, and scholarship has called attention to overlooked dimensions of conflict that depart from this assumption. The authors account for these developments with the concepts of multiplicity and distance. Multiplicity means that a broad range of actors bring diverse goals, tied to identities and values in addition to interests, to the employment relationship. The competing and fluid motivations that stem from these goals alter how actors individually and collectively name conflict. Distance reflects a growing rift between those who control work and those who labor, rooted in prevailing organizational forms and practices and the transformation of institutions. Distance alters actors' interdependence and their perceived and actual power in addressing conflict. From these observations, the authors derive propositions suggesting directions for research and theory regarding conflict and the institutions through which actors balance goals. [ABSTRACT FROM AUTHOR]

Over the past 30 years, state intervention to reshape employment relations has become a generalized feature of contemporary capitalism. A broad neoliberal reconstruction of the market order has gone hand in hand with a more active state. In this article the author argues that liberalization in the sphere of employment relations could not have taken place without a more active state. Building on a regulation theory framework and an elaboration of the concept of neoliberalism as the regulatory infrastructure of emergent growth models, the author examines how the widespread shift from wage-led growth to other forms of growth across the advanced capitalist world has encouraged changes in the role of the state in the regulation of employment relations. These roles include market making, individual employment regulation in place of collective regulation, state-directed social pacts, and redrawing the boundaries between work and non-work. The article concludes with an explanation for continuing variations in employment relations. [ABSTRACT FROM AUTHOR]

Whether collective wage bargaining impedes the implementation of variable pay systems is uncertain. The authors argue that much of this uncertainty is attributable to the fact that research neglects differences in the institutional structure of bargaining. Using representative company-level data for all member states of the European Union, the authors investigate the incidence of variable pay systems in general as well as pay types that include payment-by-results, performance-related pay, and team-related pay under various bargaining arrangements. Findings show that the institutional structure of collective bargaining matters: Variable pay systems thrive under company and multilevel collective bargaining, whereas their implementation is limited under national-level collective wage bargaining. [ABSTRACT FROM AUTHOR]

The authors explore the impact of a 2004 tax reform in China that reduced the value-added tax (VAT) on investment goods. Although the goal of the reform was to encourage upgrading of technology, results suggest there was no significant increase in fixed investment, new product introductions, or productivity. Rather, the authors find that firms shifted the composition of investment toward machinery and increased the capital intensity of production, which is consistent with a fall in the price of capital relative to labor. As a result, employment fell significantly in the treated provinces and sectors. Results are robust to a variety of approaches and suggest that the primary impact of the policy has been to induce labor-saving growth. In 2009, the VAT reform was extended to the rest of China. [ABSTRACT FROM AUTHOR]

The authors use three distinct methods to investigate the influence of industrial relations on firm wage premia in Germany. First, ordinary least squares (OLS) regressions for the firm effects from a two-way fixed-effects decomposition of workers' wages reveal that average premia are larger in firms bound by collective agreements and in firms with a works council, holding constant firm performance. Next, recentered influence function (RIF) regressions show that premia are less dispersed among covered firms but more dispersed among firms with a works council. Finally, in an Oaxaca–Blinder decomposition, the authors find that decreasing bargaining coverage is the only factor they consider that contributes to the marked rise in premia dispersion over time. [ABSTRACT FROM AUTHOR]

Using a novel survey of 274 employment arbitrators, this study investigates how decision-maker characteristics and the context of the arbitration proceeding affect employee outcomes. The authors analyze the predictors of settlement before an arbitrator award and, if no settlement is reached, the likelihood that an employee will receive a favorable verdict after a full hearing. Findings show that pre-arbitration dispute resolution procedures, such as mediation, have significant effects on settlement behavior and employee outcomes. The characteristics of the presiding arbitrator as well as the structure of the arbitration proceeding also influence employee outcomes at trial. This study contributes to the existing literature by describing the characteristics of employment arbitrators—an underexplored actor in industrial relations. In addition, it analyzes case outcomes, including settlements, across multiple arbitration forums and with more rigorous controls than those applied in existing data sets. [ABSTRACT FROM AUTHOR]

This article contributes to existing conflict research by proposing a theoretical framework capable of integrating findings and insights across distinct disciplines. The author utilizes the Kochan, Katz, and McKersie (1986) three-tiered industrial relations framework and demonstrates its unique capacity to situate and organize what we know about conflict and to highlight areas that have been neglected as a result of disciplinary fragmentation. The article reviews key themes, findings, and insights advanced by organizational behavior, industrial relations, and legal scholars. The author identifies the barriers associated with disciplinary boundaries and the costs these have had in terms of our current understanding of conflict in organizations. This review also examines potential areas of integration in the study of conflict and their implications for existing scholarship. Finally, the author proposes theoretical linkages that stem from the integration of conflict insights across disciplines, which serve as the basis for a future research agenda. [ABSTRACT FROM AUTHOR]

A cornerstone of industrial relations theory is the idea that the potential for conflict is inherent in the employment relationship. Across countries, forms of workplace conflict and methods of conflict resolution take a range of different forms. Yet aside from attempts to understand cross-national variation in strikes, little research has examined systemic differences in the manifestation and management of workplace conflict. The authors seek to fill this void by analyzing through a comparative lens practices for addressing employment-related conflict in four countries: Germany, the United States, Italy, and Australia. In contrast to the unidimensional varieties of capitalism approach, they analyze workplace conflict resolution systems across two dimensions: collective-individual and regulated-voluntarist. The analysis also emphasizes the importance of within-country variation and interactions between different conflict resolution subsystems. [ABSTRACT FROM AUTHOR]

The authors assert that broad-based stock options create a social exchange relationship between the employer and employees, leading to higher individual job performance in the next period. They compare this social exchange hypothesis to the more typical incentive-based explanation for stock options, which is that holding options generates financial incentives for better individual job performance in the current period. Findings show that significant and meaningful relationships are associated with social exchange effects and that these are both independent of incentive effects and arguably greater than those for the incentive effects. The authors use non-parametric and parametric fixed effects models, other controls for sample heterogeneity, and alternative specifications to address possible concerns about identification and endogeneity. These results extend empirical studies of social exchange relationships to common workplace practices. They also raise the possibility that some of the performance effects attributed to incentives in other studies may actually be attributable to social exchange effects. [ABSTRACT FROM AUTHOR]

The fieldwork was admittedly interrupted at the end of 2014 because of threats by the Qatari authorities against the author of this study and book, Natasha Iskander. Iskander focuses on the discourses about and practices of unskilled workers to show how this language of skill creates and reinforces multiple inequalities for them. Migrant Workers in 21st-Century Qatar and Beyond, by Natasha Iskander. [Extracted from the article]

These stories are not simply bullet-pointed examples included to amplify Smiley and Gupta's viewpoints; instead, they provide anchors throughout the text. Book Review: The Future We Need: Organizing for a Better Democracy in the Twenty-First Century, by Erica Smiley and Sarita Gupta My only critique here is that the authors did not call out the name of the late Karen Lewis, former president of the Chicago Teachers Union, whose leadership and legacy is synonymous with BCG. [Extracted from the article]