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For much of the 20th century, a sizeable proportion of the workforce in the United States had access to a combination of dispute resolution and voice options through the union grievance process. The vast majority of today's workforce, however, no longer does. The focus of this article is the proliferation of alternative relational exchange models developed in non-union firms. The author develops a theoretical framework proposing variation in the overarching non-union models employed by firms as a function of distinct organizational features and strategies. These models are the product of distinct configurations of voice and dispute-resolution strategies. The author proposes five alternative non-union models, discusses the internal and external characteristics associated with them, and evaluates distinct employer and worker outcomes. [ABSTRACT FROM AUTHOR]

This study examines the unique challenges facing rural home care workers. Semi-structured interviews were undertaken between July 2021 and February 2022 with 23 participants that have experience in rural home care delivery. The major challenge confronting rural home care workers involved distance and transportation. This challenge emerged due to long distance between clients, unreliable vehicles, inadequate reimbursement, and inclement weather. In turn, this challenge exacerbated three other types of challenges facing rural home care workers: workforce challenges that consisted of a persistent labor shortage and shorter visits that forced workers to rush through tasks, client isolation due to the social and physical seclusion of households, and the poor working conditions of home care work more broadly. Without policy interventions that respond to these particular challenges, the care gap in rural areas can be expected to grow. [ABSTRACT FROM AUTHOR]

Although sexual harassment naming – the process by which individuals identify and label experiences as sexual harassment – is key to tackling the problem of workplace sexual harassment, extant research focused on individual differences has explained a limited amount of variance in individuals' propensity to name. We push this research in a new direction, drawing on institutional theory and strategic human resource management to identify workplace contextual factors that influence individuals' propensity to name sexual harassment. Surveying 408 employed adults, we find that current employment in an industry with a high prevalence of sexual harassment reduces individuals' likelihood of identifying scenarios as sexual harassment. Further, prior work experience in highly sexually harassing industries has a lasting negative effect on individuals' propensity to name. In contrast, we show that individuals' propensity to identify sexual harassment is greater when they perceive that their organization has implemented more HR practices supporting a climate for naming and that these HR practices can actually reduce the negative effect of current employment in a highly sexually harassing industry. Critically, by demonstrating that changing industry norms or adopting specific HR practices can shift individual naming of sexual harassment, we offer new avenues for sexual harassment prevention. [ABSTRACT FROM AUTHOR]

An introduction to the journal is presented in which author discusses articles in the issue on topics including work and employment relations in healthcare, role of health information technologies in patient care and productivity, and relationship of work practices and organizational reliability.