By Lewin D. (ed.), Kaufman B. (ed.)
Advances in business and hard work kinfolk (AILR) maintains to obtain prime quality submitted manuscripts and to submit the easiest between those, as decided via double blind nameless refereeing. quantity thirteen of AILR comprises 8 papers dealing, respectively, with ecu responses to excessive unemployment premiums; the consequences of other forms of staffing preparations; the adoption and use of different dispute answer approaches within the nonunion place of work; the consequences of organizational ombuds preparations for voice, clash solution and equity at paintings; development and maintaining labor-management partnerships; union and organization strategies in Ontario, Canada organizing campaigns; the past due twentieth century crusade for U.S. striker substitute laws; and the advance over a quarter-century of Australian business family members suggestion. it truly is no coincidence that the study settings for the papers contained during this quantity contain North the United States, Europe and the Pacific Rim. AILR has lengthy inspired manuscript submissions from researchers world wide, and seeks to post articles that extend theoretical and empirical commercial family wisdom past that got from U.S. settings and knowledge resources. Taken as a suite, the 8 papers contained in quantity thirteen of AILR sincerely replicate success of this aim.
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The second size variable, number of health benefits-eligible employees, was taken directly from survey responses. Both variables may be associated with health benefits practices, since they reflect the magnitude of resources potentially available for health benefits and the market power of the firm as a buyer of insurance. Several other specifications of both size variables were experimented with, with no better explanatory power or impact on the main findings. Unionization rates were obtained directly from the survey respondents rather than secondary sources, which were determined to be less reliable.
The way in which HR managers’ backgrounds influence their decision making also requires further exploration. The standing literature we reviewed focused on the impact of differing beliefs and perceptual tendencies, while deemphasizing differences in skills. This is consistent with our finding that financial managers are likely to limit health plan choice – an action that is arguably less about utilizing strong financial skills and more about a strong willingness to focus on cost objectives over employee preferences.
Regardless, we control for respondent’s seniority in all analyses. Managers with finance backgrounds were also not significantly over-represented in any one industry. 6%) of respondents indicated a background other than HR, benefits, or finance. These individuals most often indicated backgrounds in medicine or law, but others were also reported. To control for the possibility that these individuals differed significantly from the base case (HR/benefits), a second dichotomous background variable was included in all regressions coded 1 for other backgrounds.
Advances in Industrial and Labor Relations by Lewin D. (ed.), Kaufman B. (ed.)