Why unions support mandated benefits

A complete explanation for union support of mandated benefits must recognize that (1) unions promote the interests of their members primarily by restricting entry into labor markets and (2) those restrictions reduce the competitive advantage which unionized firms realize from efficiently providing fringe benefits. Only by exerting pressure on unionized firms to provide particular fringe benefits and then lobbying government to mandate those benefits at nonunion firms can unions hope to overcome a problem of their own creation.     

Interview with Howard E. Gruber

Howard E. Gruber is currently Adjunct Visiting Professor of Psychology at Teachers College, Columbia University, New York. He is one of the world's foremost experts on the creative process. Gruber was educated at Brooklyn College and at Cornell University, Ithaca, USA, where he received a Ph.D. in 1950 in psychology. His interest in the history of science, particularly in the work of Charles Darwin, led to several important discoveries about the creative process and to additional study of developmental psychology in Geneva, Switzerland with Jean Piaget.Gruber taught at Queens University (Canada) and at the University of Colorado, USA. He was Chair of the Psychology Department in the Graduate Faculty of the New School for Social Research, New York and Co-director at the Institute for Cognitive Studies of Rutgers University, USA. From 1983 to 1988 he was Professor of Genetic Psychology at the University of Geneva. He has been a Guggenheim Fellow and a Fellow of the Ford Foundation for Higher Education.Gruber's book, Darwin on Man: A Psychological Study of Scientific Creativity (2nd ed.) (1981) received the Phi Beta Kappa Award for books in science, was recognized by the New York Times Book Review as one of the seven best books of the year, and was nominated for the National Book Award. The Essential Piaget (1977/1995) (written and edited with Jacques Vonèche) is considered the most authoritative anthology of Piaget's work. Gruber's most recent book, co-authored and co-edited with Doris B. Wallace, is Creative People at Work: Twelve Cognitive Case Studies (1989).     

Perceiving Age Discrimination in Response to Intergenerational Inequity

Young ( N = 57), middle-aged ( N = 57), and older adults ( N = 47) were presented with an editorial that argued in favor of their age group's economic interests (e.g., their privilege was fair; their disadvantage was unfair) or against their age group's economic interests (e.g., their privilege was unfair; their disadvantage was fair). Participants completed measures of perceived age discrimination, attributions for outcomes, and support for age-based spending. Unfavorable intergenerational comparisons elicited higher perceived age discrimination in middle-aged adults, and more support among all age groups for funding to middle-aged adults compared to favorable comparisons. Young and older adults reported more age discrimination than middle-aged adults regardless of comparison type. Age group status consequences for responses to the intergenerational conflict debate are discussed.     

Becoming Self-Employed

This study explored how persons become self-employed. In critical incident interviews (Flanagan, 1954) with 5 self-employed persons, the critical events that assisted or hindered progress toward self-employment were elicited in chronological order. First, the 108 incidents were organized into 22 categories. Next, using the chronological order of categories of events, 2 basic patterns or plots for becoming self-employed were identified. Last, 8 distinctive themes of personal progress in the patterns were described. In general, becoming self-employed involved establishing conditions of action that enhanced a sense of agency, enabling each person to make a decision.     

Union survival strategies for the twenty-first century

Clearly, the necessary changes in the law and culture will not come easily or quickly. But, transcending all forms of these labor market segments is a set of concerns that arguably should spur a search for common ground between labor and management. The proliferation of automated technologies, together with the continuing impact of foreign competition with cheap labor markets, has led some to predict that, over the next quarter century, we will witness the elimination of the blue-collar, mass assembly-line worker from the production process.¹⁴ Moreover, the theory that those losing jobs in the manufacturing sector will be generally absorbed into the service sector is losing currency as it is becoming clear that service jobs are, themselves, not invulnerable either to offshore outsourcing (e.g., telephone operators, data processors) or to automated technology (e.g., bank tellers, office secretaries). Nor is it realistic to expect the new “knowledge sector” to absorb more than a fraction of the unemployed and underemployed casualties of this transformation. As a result, the widening gap between the haves and have nots will only continue to grow. As the trend accelerates, certain possibilities for a labor-management accommodation emerge. For one thing, although corporations may be enjoying short-term gains from present wage stagnation, downsizing, outsourcing, and casting off of permanent employees, the longer term effects include a work force with considerably diminished consumer purchasing power. In some industries, corporations are already acknowledging the adverse effects of this trend. Furthermore, as employers are contributing into pension funds on behalf of fewer and fewer “employees,” the forced savings pool that has for many years constituted a primary financing source of capital investments in our economy, will gradually be depleted.¹⁵ At the same time as employers are coming face to face with the disadvantages of the union-free environment they have so long sought, employers are also rediscovering the contributions to productivity, quality, and efficiency that can be gained from a truly empowered work force with an independent voice in the workplace. All of this should lead an enlightened management to place less currency on resisting unionization and other legitimate forms of independent employee representation, and to join labor in advocating strong labor standards and effective labor law for all four of the labor market segments that exist today and will exist tomorrow. The authors wish to convey their deep appreciation for the invaluable contributions to this paper made by David Silberman of Bredhoff & Kaiser and Craig Becker, Associate General Counsel, Service Employees International Union. Another version of this paper was published in Labor Lawyer.     

Rehabilitation and welfare restructuring in East Asia: deciphering an assessment tool for people with disabilities in Hong Kong

While many East Asian economies have in the past witnessed the coexistence of economic growth and modern welfare provisions, this has no longer been the case since the Asian Financial Crisis. This article is an attempt to unravel the latent policy objectives behind an assessment tool for residential services ostensibly aimed at rationalizing residential services for people with physical and/or mental disabilities in Hong Kong. The central argument is that such a policy instrument, whilst appearing technocratic and professional in policy discourse, nonetheless fails to hide its true purpose of implementation - the rationalization of welfare resources within a cutback environment. Moreover, in screening out people with disabilities, the new Assessment Tool further perpetuates a rehabilitation service rooted in paternalism and traditionalism, a service which sees those affected by disabilities as dependent and helpless, and which moves ever further away from the ideals of inclusion, dignity and independent living.     

Immigrants' Language Skills: The Australian Experience in a Longitudinal Survey

This article is concerned with the determinants of English language proficiency (speaking, reading and writing) among immigrants. It presents a model of immigrant destination language proficiency based on economic incentives, exposure to the destination language, and efficiency in second language acquisition. A unique data set, the Longitudinal Survey of Immigrants to Australia, is used to test the model. This survey had three waves, at about six months, eighteen months and three‐and‐a‐half years after immigration. The analyses are performed by wave, type of language skill and gender using probit analysis. Bivariate probit analysis is used across waves. The hypotheses are supported by the data. The bivariate probit analysis indicates a positive correlation in the unexplained component that declines with time between waves, suggesting a “regression to the mean” in the unobserved components of English language proficiency.     

Who Cares If Police Become Violent? Explaining Approval of Police Use of Force Using a National Sample

Understanding police violence is important in part because police violence, if generally tolerated, could transform a society based on law into one governed by political and personal whim. This research asks whether the conflict perspective can explain which groups are more likely to approve of police use of force, and whether several dimensions of power are at issue or just a few. Previous studies have found that race is the most important factor in determining approval of police use of force. Gender, age, class, and other variables have shown mixed results. Using a national sample (1998 General Social Survey), this paper contributes a more comprehensive examination of this issue to the small body of literature in this area. We look at approval of police use of force in five scenarios. Our findings show that minorities and women are more likely to disapprove of police use of force. Supporting a narrow application of conflict theory, other dimensions of power appear not to affect attitudes toward police hitting citizens. Context of violence matters too. When situations are not actively threatening for officers, by near consensus, violence is unacceptable. Disagreement comes from less clear-cut circumstances.     

Older Workers: Who are the working poor in the U.S.?

With data from the 2000 Health and Retirement Study (HRS), the purpose of this study was to provide a profile of older workers who live poverty, and to compare the demographic, financial, employment, and health attributes of such individuals to similar persons not living in poverty. This study found that 3.5% of employed individuals between the ages of 51 and 61 belonged to the class of working poor. The results of the multivariate logistic regression analyses indicated that the older working poor were more likely to be non-White, less educated, non-married, and had lower levels of net worth than the working non-poor. They were more likely to be employed part time and were less likely to be covered by employee-sponsored health insurance.     

The Timing of Entry Into Fatherhood in Young, At-Risk Men

Timing of first fatherhood was examined in a sample of 206 at-risk, predominantly White men, followed prospectively for 17 years. An event history analysis was used to test a model wherein antisocial behavior, the contextual and familial factors that may contribute to the development of antisocial behavior, and common correlates of such behavior, including academic failure, substance use, and early initiation of sexual behaviors, lead both directly and indirectly to an early transition to fatherhood. Having a mother who was younger at first birth, low family SES, poor academic skills, failure to use condoms, and being in a cohabitating or marital relationship predicted entry into fatherhood. Implications of the findings for prevention of and intervention with early fathering are discussed.