By D. Lewin, B. Kaufman
Quantity 12 of Advances in business and exertions kin (AILR) comprises 8 papers that take care of modern and old elements of unionism and other kinds of union illustration, union-management kinfolk, union political job, hard work industry law, and interpretations of chosen major hard work students' writings concerning the evolution of welfare capitalism within the U.S. 4 of those papers, through Daniel & Siebert. Borgers. Rubinstein, and Pereles, have been winners of the 2002 AILR commercial kin examine organization (IRRA) ''best papers'' pageant.
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Extra info for Advances in Industrial and Labor Relations, Vol. 12
Enterprise unions in the United States. Industrial Relations, 31(1), 137–158. Kaufman, B. E. (1997). Company unions: Sham organizations or victims of the new deal? Proceedings of the Forty-Ninth Annual Meeting, Industrial Relations Research Association (pp. 166–184). 36 JOHN PENCAVEL Kaufman, B. E. (1999). Does the NLRA constrain employee involvement and participation programs in non-union companies? A reassessment. Yale Law and Policy Review, 17(1), 729–811. Kaufman, B. E. (2000). Accomplishments and shortcomings of non-union employee representation in the pre-Wagner Act years: A reassessment.
Since these numbers are sometimes quite small, as can be seen from the first line of Table 4, we use Weighted Least Squares with weights based on the numbers underlying each plant average. Thus data points based on few recruits receive less weight. Our strategy is first to estimate an unrestricted equation, allowing all coefficients to differ for all plants. This equation is equivalent to estimating eleven separate equations, one for each plant. We then test whether it is permissible, statistically, to restrict some or all coefficients to be equal across plants – though we always allow for different plant intercepts.
To take account of overall employment flexibility, we incorporate a separate index for regulation of temporary employment in the analysis based on the OECD scores for the late 1980s and late 1990s. 1 Table 2 gives an overview of relevant changes in rules and court practices governing employment protection and legislation regarding the use of temporary contracts for the period of analysis. In Italy the introduction of the “contratto formazione,” a training contract running for up to 24 months, not only involves tax incentives for the employer, but also effectively reduces the trial period for unfair dismissal from 1–2 weeks for blue-collar workers to 24 months.