This 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 Info
To download:
If you experience problems downloading a file, check if you have the
proper application to
view it first. Information about this may be contained
in the File-Format links below. 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.
As the access to this document is restricted, you may want to look for a different version under "Related research" (further below) or search for a different version of it.
Publisher Info
Article provided by ILR Review, ILR School, Cornell University in its journal ILR Review.
Volume (Year): 62 (2009) Issue (Month): 2 (January) Pages: 173-199 Download reference. The following formats are available: HTML
(with abstract),
plain text
(with abstract),
BibTeX,
RIS (EndNote, RefMan, ProCite),
ReDIF