Rethinking Post-Fordism: The Meaning of Workplace Flexibility

Social scientists increasingly claim that work structures based on the mass production or Fordist paradigm have grown obsolete, giving way to a more flexible, post-Fordist structure of work. These claims have been much disputed, however, giving rise to a sharply polarized debate over the outcome of workplace restructuring. I seek to reorient the debate by subjecting the post-Fordist approach to theoretical and empirical critique. Several theoretical weaknesses internal to the post-Fordist approach are identified, including its uncertain handling of power and efficiency as factors that shape work organizations; its failure to acknowledge multiple responses to the crisis of Fordism, several of which seem at odds with the post-Fordist paradigm; and its tendency to neglect the resurgence of economic dualism and disparity within organizations and industries. Review of the empirical literature suggests that, despite scattered support for the post-Fordist approach, important anomalies exist (such as the growing authority of mental over manual labor) that post-Fordism seems powerless to explain. In spite of its ample contributions, post-Fordist theory provides a seriously distorted guide to the nature of workplace change in the United States. Two alternative perspectives toward the restructuring of work organizations are sketched—neoinstitutionalist and flexible accumulation models—which seem likely to inspire more fruitful lines of research on the disparate patterns currently unfolding within American work organizations.     

Micro‐Level Determinants of Remittances from Recent Migrants to Canada

Despite considerable interest in remittances to developing countries, the limited availability of large sample data has constrained aspects of our understanding of remitter behaviour. This paper utilizes data from Statistics Canada’s Longitudinal Survey of Immigrants to Canada (LSIC) to investigate how the demographic characteristics of recent immigrants influence their remittance levels shortly after their arrival in Canada. We identify several hypotheses and use a Tobit model to estimate the impact of individual characteristics on remittance choices. As expected, remittances rise with incomes, age and falls with the size of the migrating family, housing costs and education. We also estimate how remittances are affected by other characteristics, such as gender, marital status, religion, region of origin, region of settlement and attitudes towards home and host communities.     

The Effects of Labor Unions on Workplace Performance: New Evidence from France

How do unionization and collective bargaining affect firm profitability? In this paper, we revisit this question using a nationally representative sample of French establishments. In addition to examining union/non-union differences in profitability, we explore the possible sources from which unions capture profits. The results indicate that unionization in France is associated with poorer financial performance in the workplace. The results also indicate that concentration-related profits do not provide an important source of union rents in France. Finally, this study provides strong support for the hypothesis of union appropriation of the returns from long-lived physical capital.     

Determinants of the decertification process: Evidence from employer-initiated elections

There have been relatively few studies on why workers choose to decertify a union as their bargaining unit and virtually no empirical studies on the outcomes of employer-initiated representation elections. Using data from the NLRB monthly election reports (1977–1981), we attempt to analyze the factors that seem to influence the outcomes of employer-initiated representation elections with an incumbent union. Variables in our analysis include size of the election unit, region, industrial classification, type of incumbent union, and the state of the local economy. While the data show a concentration of elections on the West Coast, there is no significant difference in the ability of unions there to “win” decertification elections.     

Deception in the Workplace: Recent Research and Promising New Directions

This review identifies some of the promising new directions that scholars are pursuing in current research on deceptions in places of work. I identify and explore five main emphases that have emerged. These directions are comprised of studies that count the pervasiveness of deceptions; examine deception in service provision and emotional labor; identify varied workplace cultures of deception; examine accounts for deception in the wake of corruption, financial misconduct and other misbehaviors; and studies of Internet and computer technologies as new territories for deception. I conclude by suggesting some additional arenas for research into workplace deception, specifically, on professions that produce deception as a form of legitimate work; on deceptions in non‐profit organizations, and research into the technical and dramaturgical efforts that people put into making lies appear believable.     

Globalization,Flexibility and New Workplace Culture in the United States and India

The literature on globalization of services has tended to focus on advanced industrial nations, underestimating the important role Southern markets have played. Given the complexities of the global economy, much can be gained from exploring the ways in which flexible management practices and workplace culture in the United States and India have increasingly conjoined under an emerging set of common principles. In particular, one finds similar phenomena contributing to patterns of job insecurity in both countries: non‐standard employment contracts, long working hours, growing emphasis on individualization, and increasing control over workers. Interestingly, workers in both countries have similar strategies in staying employed as well as dealing with the growing insecurity. In neither country, however, has employment precariousness resulted in a backlash against the government. I posit the reason for this is that even as workers recognize the structural sources of job insecurity due to globalization, they individualize their failures and inability to cope with the changing market.     

Determinants of Bureaucratic Turnover Intention: Evidence from the Department of the Treasury

This study employs a novel statistical strategy to examine thedeterminants of turnover intention in government service. Toappropriately measure a main determinant of turnover intention—functionalpreferences—I estimate an ordinal item response modelusing data from the Federal Human Capital Survey. The sampleis selected to facilitate an important comparison: the InternalRevenue Service (IRS) has undergone significant performance-basedpay reforms for supervisors, but not for nonsupervisors, whereasthe Office of the Comptroller of the Currency (OCC), also asubunit of the U.S. Treasury, has not. Inferential models ofturnover intention reveal among other things that functionaland friendship solidary preferences are important determinantsof turnover intention, but increased accountability is associatedwith greater turnover among subordinates. IRS supervisors, whoface paybanding, are significantly less likely to consider leavingthan their counterparts in the OCC, who do not face such incentives.     

The effect of marital dissolution on the labour supply of males and females: Evidence from Canada

The literature on divorce and labour supply generally analyzes standard labour supply measures such as annual hours worked. We include hours per day and days per week as two new dimensions of work time, and use a 3-year panel which allows us to address the effects of divorce on five time dimensions simultaneously. For males, we find that divorce can result in short-term labour supply changes as high as 10–20% of pre-divorce labour supply levels, depending on the time dimension and comparator group. For females, our data do not reveal any significant changes in labour supply.     

Depressive Symptoms and Father Involvement in Canada: Evidence from a National Study

Paternal involvement in instrumental and emotional parenting behaviours benefits families and children. While fathers have become more involved in childrearing over the past several decades, significant variability in paternal involvement with children remains. Yet, little work has focused on the facilitators and barriers to involved fathering and work in the Canadian context is particularly sparse. This study focuses on one potentially important factor, depressive symptoms, and its relationship with multiple dimensions of father involvement among Canadian men. Using national quantitative data from the Survey of Canadian Fathers‐Enquête des Pères Canadiens (n = 2,099) and ordinary least squares regression models, we focus on the relationship between depressive symptoms and six measures of fathering behavior. Results indicate that depression is significantly associated with most behaviours, but these results diverge from studies in other countries and contexts. Overall, our findings underscore the importance of context‐specific studies on parenting and the need for additional work on fathering and mental health in Canada.     

Relationship Between Government Size and Trade Openness: Evidence from Pakistan

In this paper the effect of trade openness on government’s role in the economy is investigated in Pakistan using data for the period 1947–2009. The results demonstrate that there is a significant positive association between trade openness and government size. The explanation appears that as openness increases the size of government will inflate. This association is robust to the inclusion of a wide range of control variables and model specifications. The results support the compensation hypothesis and imply that government consumption plays a risk-reducing role in Pakistan. The empirical findings also highlight the role of other variables in determining the government size. Government size increases with income, democracy, foreign debt and investment, while it decreases with the increase in inflation and urbanization.     

Doing Gender,Practising Politics: Workplace Cultures in Local and Devolved Government

This paper takes a workplace perspective to explore the ways in which institutional arrangements influence the doing of gender and the practising of politics. It compares the workplace culture of the National Assembly for Wales (NAfW) with that of local government in Wales, showing that the culture of the NAfW is experienced as less masculinized than local government and that women, and men, are less constrained to perform an aggressive, confrontational masculinity. This suggests that, in new political institutions, practising politics may be less closely tied to a particular way of doing gender and as a result may challenge the gendering of politics. Theoretically the paper engages with debates about doing, redoing and undoing gender, arguing that in order to understand how change can be brought about, attention needs to be paid to the structural context within which gender is done as well as the interactional level of doing gender.     

The Impact of Government Interference to Religion on Religious Giving: Evidence from European Countries

VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations - While the impact of government interference to the religious domain has long been discussed in previous literature,...     

A Study of the Determinants and of the Impact of Flexibility on Employee Benefit Satisfaction

The purpose of this study was to examine the influence of individual characteristics and organizational justice on employee benefit satisfaction, and to explore the role of flexible benefit plans. Employees from three Canadian organizations were surveyed. A total of 285 usuable questionnaires were returned, for a response rate of 42%. The variables in the model accounted for more than 40% of the variance in benefit satisfaction. The findings showed that while distributive and procedural justice were useful in predicting benefit satisfaction, the concept of process justice had the greatest effect on satisfaction. Among the variables, communication had the greatest impact. The effect of flexibility, although significant, was ambiguous. Sociodemographic factors had a very limited effect when perceptual variables were introduced into the equation. The paper also sets out the limitations of the study and its practical implications, and makes some suggestions for future research.