Institutional Environments, Work and Human Resource Practices, and Unions: Canada vs. England
AbstractThis analysis of data from a 2003-2004 telephone survey of 750 Canadian and 450English workers finds that work practices and human resource (HR) practices had important implications for unions. The effects differed by the type of practice(for example, traditional versus "new" HR), and were mediated by each country’s institutional environment. For example, traditional personnel/HR practices were strongly positively related to the likelihood of union representation and strongly negatively related to workers’ propensity to vote for a union in Canada, but made little difference to either of those union outcomes in England; and "alternative" work practices bore an inverse U-shaped association with union representation in Canada, versus a positive relationship with that outcome in England. In general, the Canadian findings are consistent with an adversarial dynamic, and the English findings with a more collaborative one.
Download InfoIf you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
Bibliographic InfoArticle provided by ILR Review, Cornell University, ILR School in its journal ILR Review.
Volume (Year): 62 (2009)
Issue (Month): 2 (January)
Postal: 381 Ives East, Cornell University, Ithaca, NY 14853-3901
You can help add them by filling out this form.
reading list or among the top items on IDEAS.Access and download statisticsgeneral information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (ILR Review).
If references are entirely missing, you can add them using this form.