Designing high commitment — high performance organizations

In this paper the author suggests a number of reasons why in recent years there appears to have been a shift in thinking away from traditional bureaucratic-scientific forms of organization to alternative types of organizational design. In most cases, that thinking has yet to be translated into practial action. Experiments in organizational design are taking place but progress appears to be hindered by the lack of a sufficiently well understood design theory, a clearly existing model to emulate, and not least by a failure to know how we get from “where we are” to “where we want to be”. The author describes some of the basic characteristics of what have been called “high commitment—high performance” organizations, and concludes by offering a step-model towards the creation of such an organization.     

The basis for the professional's resistance to managerial control

Observing that organizational professionals view themselves as employees of special status, resulting among other things in their demand for autonomy, Raelin digs down into the basis for their difficulty integrating into organizations. After examining the peculiarities of their education and early socialization experiences, he relates five features of professional life which, based on his ongoing research and consulting work, predispose professionals to resist managerial control.     

Canada-United State Free Trade

A bstract The Canada US Free Trade AGreement (FTA) which came into force January 1. 1989 caused heated debate within Canada about the impact it would have on social programs , other directly or indirectly It was argued that Canada would have to give up some social programs because they would be deemed to be substdues to the production of goods or services Alternatively, it was feared that firms would argue that the programs would need to be cut in order to ensure that they could compete with US firms in firms in terms of taxes It is shown that public unease about the fate of social programs was based both on a misunderstanding of FTA provisions, and on 'misperception'of the mag nitude of social program expenditures Social Programs Such as unemployment insurance , even when they subsidize particular groups of people (eg fisher men) are not normally deemed to be unfair competition which would be countervailable In addition, firsm do not expertence any greter benefit costs in Canada than in the US, albeit there is a different public/private split and thus there is no justification for firms to argue for cutting programs in order tobe competitive, other things being equal     

The effect of strike militancy intentions and general union attitudes on the Organizational Citizenship Behavior of university faculty

Using a sample of unionized faculty, this study investigated whether faculty members' militancy intentions and general union attitudes affected their level of organizational citizenship behavior (OCB). OCB was divided into three dimensions (OCB-teaching, OCB-faculty, and OCB-university), and separate predictions were made for each. Results indicated weak relationships at best between the predictor variables and OCB, suggesting that unionization is not likely to affect this important aspect of job performance.     

Does migration arbitrage regional labor market differentials?

"This paper examines the determinants of regional migration [in the United States] in the 1980s using a place-to-place migration model in which migration flows depend upon the relative economic opportunities in the origin and destination regions. Using the results of the model, we then examine the potential role for migration in diffusing the economic pressures associated with disparate regional economic growth. Although the results reinforce the notion that divergent regional growth was an impetus to migration in the 1980s, estimates of the employment status of movers suggest that the true effects of migration on unemployment differentials may be quite small."     

Corporate mergers and union wage premiums

Corporate mergers possibly enhance the labor negotiation advantage of employers. This study investigates the association between wage levels and merger activity to test the employer bargaining strength hypothesis. The results indicate significantly lower union wages as a consequence of merging. Merger activity, however, does not influence wage levels of non-union workers. These findings are supportive of the employer bargaining strength hypothesis.