ILR Call for Papers, Industry and Organization Studies

The ILR Review features a special series on Industry and Organization Studies in partnership with the Industry Studies Association (ISA). Submit today!

ILR_72ppiRGB_powerpointThe ILR Review has published the top, peer-reviewed theoretical and empirical research on work and employment relations for more than 65 years. Published five times a year, ILR features international and interdisciplinary research that advances new theory, presents novel empirical work, and informs organizational and public policy. It is published by the Cornell University ILR School, and is fully indexed in RePEc.

For more details click here.

Manuscripts should be submitted electronically to http://mc.manuscriptcentral.com/wfr.

You will need to create an account in order to submit your manuscript. The system will notify you once we receive the manuscript and have sent it out for review.

Don’t forget to sign up for email alerts through the journal homepage so you never miss the latest research.

ILR Review’s 70th Anniversary Issue!

ILR Review celebrates its 70th issue, marking 70 years of publication!

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Since 1947, ILR Review has featured international and interdisciplinary research that advances new theories, presents novel empirical works, and informs organizational and public policy. The 70th anniversary volume features fascinating articles on immigration and labor, unionization and productivity, and Labor relations in China, just to name a few.

To read more about the issue click here.

To contribute the scholarship please visit the submissions page.

 

Stay up-to-date with the latest research from the ILR Review and sign up for email alerts today through the homepage!

California Management Review’s 60th Anniversary Issue!

California Management Review celebrates its 60th issue, marking 60 years of publication!

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California Management Review has served as a bridge of communication between academia and management practice for sixty years. With a history of publishing leading-edge research with managerial applications, CMR is uniquely positioned as both a valuable outlet for top business school faculty and an indispensable resource for practitioners.

To read more about the issue click here.

To contribute the scholarship please visit the submissions page.

 

Stay up-to-date with the latest research from the California Management Review and sign up for email alerts today through the homepage!

Who Does Referral-Based Hiring Help Most, and How?

9323706832_efbf0759ba_zReferral-based hiring is a commonplace practice for modern organizations, which holds considerable benefits for employees hired based upon a referral, including greater chances for upward mobility within the company. A recent paper published in ILR Review entitled “Lasting Effects? Referrals and Career Mobility of Demographic Groups in Organizations,” further studies the benefits of referral based hiring, and finds that the positive impact does not effect different demographic groups equally. Rather, authors Jennifer Merluzzi and Adina Sterling find that referral-based hiring provides the biggest increase in promotional opportunities for racial minorities. The abstract for the paper:

While prior research has suggested that network-based hiring in the form of referrals can lead to better career outcomes, few studies have tested whether such career advantages differ across demographic groups. Using archival data from a single organization for nearly 16,000 employees over an 11-year period, the authors examine the effect of hiring by referrals on the number of promotions employees receive and Current Issue Coverthe differences in this effect across demographic groups. Drawing on theories of referral-based hiring, inequality, and career mobility, they argue that referral-based hiring provides unique promotion advantages for minorities compared to those hired without a referral. Consistent with this argument, they find that referrals are positively associated with promotions for one minority group, blacks, even after controlling for individual and regional labor market differences. The authors explore the possible mechanism for this finding, with initial evidence pointing to referrals providing a signal of quality for black employees. These results suggest refinement to prior research that attests that referral-based hiring disadvantages racial minorities.

You can read “Lasting Effects? Referrals and Career Mobility of Demographic Groups in Organizations” from ILR Review free for the next two weeks by clicking here. Want to stay current on all of the latest research from ILR Review? Click here to sign up for e-alerts!

*Image attributed to Cydcor (CC)

What Factors Increase Gender Diversity in Management?

13887676297_d1da829ccb_zManagement structure can have a large impact on the representation of women in management, but which structure is most effective in promoting gender diversity? The answer may surprise you. In the article “The View at the Top or Signing at the Bottom? Workplace Diversity Responsibility and Women’s Representation in Management,” from ILR Review, authors Mary E. Graham, Maura A. Belliveau, and Julie L. Hotchkiss investigated what correlations could be found between different management structures and gender diversity in management. Surprisingly, they found that having an HR executive on the top management team did not necessarily equate to more women in management. The abstract for the article describes their findings:

Women lag men in their representation in management jobs, which negatively affects women’s careers and company performance. Using data from 81 publicly traded firms with more than 2,000 establishments, the authors examine the impact of two management structures that may influence gender diversity in management Current Issue Coverpositions. The authors find no association between the presence of an HR executive on the top management team—a structure envisioned in practice as enhancing diversity but which could, instead, operate merely symbolically—and the proportion of women in management. By contrast, the authors show a strong, positive association between a previously unexamined measure of commitment to diversity—the hierarchical rank of the individual certifying the company’s required, confidential federal EEO-1 report—and women’s representation in management. These findings counter the common perception that the Equal Employment Opportunity Commission (EEOC) regulations are too weak to affect gender diversity. The authors discuss the implications for diversity scholarship, as well as for management practice and public policy.

You can read the article “The View at the Top or Signing at the Bottom? Workplace Diversity Responsibility and Women’s Representation in Management” published in ILR Review free for the next two weeks by clicking here. Want to keep current on all of the latest research published by ILR ReviewClick here to sing up for e-alerts!

*Image attributed to Will Evans (CC)

 

Happy Labor Day from Management INK!

1118679421_b0d120d892_zIn honor of Labor Day in the United States, we’re pleased to feature a collection of articles from ILR ReviewThe collection includes nine articles related to Labor Economics. One paper, entitled Workforce Reduction at Women-Owned Businesses in the United States,” authors David A. Mats and Amalia R. Miller find an association between female business leadership and increased labor hoarding. The abstract for the paper:

The authors find that privately held firms owned by women were less likely than those owned by men to downsize their workforces during the Great Recession. Year-to-year employment reductions were as much as 29% smaller at women-owned firms, even after controlling for industry, size, and profitability. Using data that allow the authors to control for additional detailed firm and owner characteristics, they also find that women-owned firms operated with greater labor intensity after the previous recession and were less likely to hire temporary or leased workers. These patterns extend previous findings associating female business leadership with increased labor hoarding.

Another paper in the collection, entitled “Revisiting the Current Issue CoverMinimum Wage–Employment Debate: Throwing Out the Baby with the Bathwater,” from authors David Neumark, J.M. Ian Salas, and William Wascher revisit the minimum wage debate with a new approach to the research design. The abstract for the paper:

The authors revisit the long-running minimum wage–employment debate to assess new studies claiming that estimates produced by the panel data approach commonly used in recent minimum wage research are flawed by that approach’s failure to account for spatial heterogeneity. The new studies use research designs intended to control for this heterogeneity and conclude that minimum wages in the United States have not reduced employment. The authors explore the ability of the new research designs to isolate reliable identifying information, and they test the designs’ untested assumptions about the construction of better control groups. Their analysis reveals problems with the new research designs. Moreover, using methods that let the data identify the appropriate control groups, their results reaffirm the evidence of disemployment effects, with teen employment elasticities near −0.15. This evidence, they conclude, still shows that minimum wages pose a tradeoff of higher wages for some against job losses for others.

You can read these two articles and more from the Labor Economics collection from ILR Review free for the next two weeks by clicking here. Want to stay current on all of the latest research from ILR Review? Click here to sign up for e-alerts!

Happy Labor Day from Management INK!

*Coffee shop image attributed to Dave Bleasdale (CC)

 

Book Review: Selling Our Souls: The Commodification of Hospital Care in the United States

bookjacketSelling Our Souls: The Commodification of Hospital Care in the United States. By Adam D. Reich Princeton, NJ: Princeton University Press, 2014. 248 pp. ISBN 978-0-6911-60405, $39.50

Nick Krachler recently published a book review in ILR ReviewAn excerpt from the review:

Reich’s main focus is on the institutional legacies that shape how the people working in his cases reconcile the contradictions between their non-economic values and market pressures. The former public hospital’s contradiction is between the scarcity of resources and the practice of providing extensive uncompensated care to underinsured and uninsured patients. The people in this hospital view care as a social right, and Reich interprets their disregard for efficiency and profitability as rebuffing market pressures. In the Catholic hospital, the contradiction is between the values of sacrifice and dignity, with which many in the hospital identify, and management’s Current Issue Covermarketing of these values to attract high-paying patients, the treatment of uninsured patients with little dignity, and the lowest wages for nurses and ancillary workers among the three cases studied. Reich interprets this case as moralizing market pressures. In the integrated health management organization, customized care according to each patient’s special needs contradicts the organization’s prevailing operating principle of standardizing and rationing care by scaling up efficient practices. Reich interprets this case as taming market pressures through the use of bureaucracy and big data. The author lays out these three types of moral–market relationships by examining the conception of care, the structure of physicians’ work, and the power and division of labor between physicians, nurses, and ancillary workers including the role of labor relations in each of the cases. Another interesting argument in the book is that these three different moral–market relationships correspond to three different historical periods. I find Reich’s well-grounded discussion and critique of the three models highly persuasive.

If you’d like to read the full review from ILR Review, you can click here to access the book review for the next two weeks. Interested in staying up to date with all the latest content published by ILR ReviewClick here to sign up for e-alerts!