Industrial Relations

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Does an Advanced Degree Reduce the Gender Wage Gap? Evidence from MBAs
Industrial Relations - Tập 42 Số 3 - Trang 396-418 - 2003
Mark Montgomery, Irene Powell
This article uses a longitudinal survey of registrants for the Graduate Management Admission Test (GMAT) to compare the gender wage gap among MBA recipients with the gap among nonrecipients. We find evidence that the gender wage gap is lower among GMAT takers who obtained the MBA than among those who did not. This suggests that women with advanced degrees may face less discrimination in la...... hiện toàn bộ
The Impact of Training Intensity on Establishment Productivity
Industrial Relations - Tập 45 Số 1 - Trang 26-46 - 2006
Thomas Zwick
The empirical literature on productivity effects of continuing training is constantly increasing. However, the results on this subject differ widely. Explanations for this worrying diversity seem to lie in differences between countries, labor market institutions, and data generation on one hand, and in differences between the underlying estimation techniques on the other (... hiện toàn bộ
Productivity Gains from the Implementation of Employee Training Programs
Industrial Relations - Tập 33 Số 4 - Trang 411-425 - 1994
Ann P. Bartel
This study uses data on the personnel policies and economic characteristics of businesses in the manufacturing sector to measure the impact of formal training programs on labor productivity. The major finding is that businesses that were operating below their expected labor productivity levels in 1983 implemented new employee training programs after 1983 that resulted in significantly larg...... hiện toàn bộ
Productivity Levels & Productivity Change Under Unionism
Industrial Relations - Tập 27 Số 1 - Trang 94-113 - 1988
Steven G. Allen
This paper examines how unions affect the rate of productivity change. The direction of union impact cannot be predicted from economic theory. Firms may select either more productive technologies to offset higher union wages or less productive technologies to keep union wage demands in line. Evidence from manufacturing indicates that unions have not affected productivity growth; in constru...... hiện toàn bộ
Institutional Environments, Employer Practices, and States in Liberal Market Economies
Industrial Relations - Tập 41 Số 2 - Trang 249-286 - 2002
John Godard
This article draws on the new institutionalism in economics, sociology, and political studies in order to establish a foundation for analyzing how states shape employer human resource management and union relations. It then reviews and extends the available literature on this topic, establishing how, in addition to legal regulation, states help to shape the cognitive and normative rules th...... hiện toàn bộ
Psychological Testing: Unfair Discrimination?
Industrial Relations - Tập 10 Số 3 - Trang 301-315 - 1971
E. Merle
Being Different Can Hurt: Effects of Deviation from Physical Norms on Lawyers’ Salaries
Industrial Relations - Tập 41 Số 3 - Trang 442-466 - 2002
Ishak Saporta, Jennifer J. Halpern
A recent federal appeals court ruling barred employment bias against obese people. A reconsideration of the association between being overweight and salary is therefore in order. This article examines the effect of being overweight and thin on lawyers’ salaries as reported in the 1984 National Lawyer Survey. Using regression models derived from the clinical nutrition literature as well as ...... hiện toàn bộ
Half a Career: Discrimination & Railroad Internal Labor Markets
Industrial Relations - Tập 29 Số 3 - Trang 423-440 - 1990
William A. Sundstrom
This paper examines the causes and consequences of the racial structure of railroad internal labor markets in the American South. By 1900, many southern railroads hired blacks almost exclusively for middle‐level occupations on their trains but did not permit their promotion to top‐level positions. This institutionalized bias in promotion helps explain the employment of whites and blacks at...... hiện toàn bộ
Getting Hired: Sex and Race
Industrial Relations - Tập 44 Số 3 - Trang 416-443 - 2005
T. Kyle Petersen, Ishak Saporta, Marc‐David L. Seidel
The hiring process is currently probably the least understood aspect of the employment relationship. It may very well be the most important for understanding the broad processes of stratification with allocation by sex and race to jobs and firms. A central reason for the lack of knowledge is that it is very difficult to assemble extensive data on the processes that occur at the point of hi...... hiện toàn bộ
Output‐Based Performance Pay, Performance‐Support Bias, and the Racial Pay Gap within a Large Retail Stock Brokerage
Industrial Relations - Tập 56 Số 4 - Trang 662-687 - 2017
Janice Fanning Madden, Alexander Vekker
We measure sources of racial inequality in stockbroker pay. Pay differences arise from sales differences. We measure the extent to which sales differences are due to performance‐support bias, whereby African American brokers receive weaker firm supports, or to forces outside the firm, including client access, selection, and consumer discrimination. Data on firm policies are matched to sale...... hiện toàn bộ
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