John Thomas Delaney
Biographic Data
| ID | 970316 |
|---|---|
| NAME | John Thomas Delaney |
| GIVEN NAMES | John Thomas |
| FAMILY NAME | Delaney |
| SIGNATURE | DELANEY J T |
| AFFILIATIONS | University of Iowa |
| ORCID | 0000-0003-1038-0265 |
| VERIFIED | Yes |
| TOTAL WORKS | 17 |
| TOTAL CITATIONS | 84 |
| AUTHOR COUNT | 17 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1983 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 6 |
Collective Bargaining
Collective bargaining is a process through which unionized employees and their employers meet and confer to jointly determine the terms and conditions of employment. The subjects and nature of bargaining are set by national and local laws, which generate different outcomes for public and private employees and across local and national borders. Collective bargaining has a political aspect, especially for public employees, and unions devote conside…
On the Paradigm Guiding Industrial Relations Theory and Research
Reply to Kochan, Thomas A., On the Paradigm Guiding Relations Theory and Research: Comment on John Godard and John T. Delaney, 'Reflections on the High Performance Paradigm's Implications for Relations as a Field.' Industrial and Labor Relations Review, Vol. 53, No. 4 (July), pp. 704-11. (Author's abstract.)
Unions and Information Technology
Survey data are used to examine the use of, and views about, infor mation technology (IT) among U.S. national unions. Usable responses were received from nearly two-thirds of such unions. In addition to de scriptive information regarding IT use in national unions, this paper ten tatively explores both the causes and consequences of IT use. While IT use of some sort is found to be nearly universal, there is considerable variation across unions in …
Reflections on the "High Performance" Paradigm's Implications for Industrial Relations as a Field
Over the past decade, several leading U.S. scholars have advanced a new industrial relations paradigm, according to which “high performance” work and human resource management (HRM) practices have replaced unions and collective bargaining as the innovative force in industrial relations. Although this model fundamentally challenges the traditional focus of the field of industrial relations in the United States, research on it has centered on the d…
The Impact of Human Resource Management Practices on Perceptions of Organizational Performance.
In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.
Planning for Change
Although it is commonly argued that unions need to innovate in order to grow and achieve success, little is known about the characteristics of unions that facilitate or hinder innovation. The authors of this study develop a model of union innovation and test it using data collected from many sources, including a 1990 survey of 275 officials and staff members from 111 American national unions. The results suggest that certain union characteristics…
National Union Effectiveness in Organizing
The percentage of the U.S. work force that is unionized is at its lowest level in more than 50 years. Although many studies have sought the reasons for this decline, few have investigated characteristics of unions themselves as possible factors. This paper focuses on unions as organizations, and applies a model of national union effectiveness to union organizing. The authors propose a composite measure of organizing effectiveness that goes beyond…
Profitability and Compensation Adjustments in the Retail Food Industry
This paper uses longitudinal data provided by a large unionized grocery store chain to examine the relationship between profitability and compensation adjustments between 1976 and 1985. Consistent with the predictions of a Nash bargaining model, negotiated compensation adjustments were inversely related to the pre-negotiation operating income of the relevant stores. Concessionary compensation adjustments in response to relatively low levels of pr…
Union Membership and Voting for Cope-Endorsed Candidates
The authors investigate whether, as commonly believed, union members and their families strongly support the political candidates endorsed by union leaders. Using 1978 data on U.S. Senate, U.S. House of Representatives, and gubernatorial races, they find that union members, and to a lesser extent the nonmembers in their families, were more likely to vote for candidates endorsed by the AFL-CIO's Committee on Political Education (COPE) than were in…
Unions, Political Action, and Public Policies
The Mandatory-Permissive Distinction and Collective Bargaining Outcomes
The authors use union contract and laboratory experiment data to assess whether the distinction between mandatory and permissive bargaining subjects affects collective bargaining outcomes. In general, the findings suggest that the distinction has an impact. The contract analysis suggests that bargaining differs across contracts that include permissive items and contracts that exclude permissive items. Further, an analysis of the potential impact …
The Effects of Union Organizational and Environmental Characteristics on Union Political Action
It is well known that organized labor is politically active. Few studies, however, have examined labor's political activities or assessed the extent of interunion differences in political action. This study partially fills these research gaps by empirically analyzing the involvement of individual unions in electoral and legislative activities over the years 1978-82. The results suggest that union-specific characteristics influence union political…
Union Political Activities
Union Political Activities
The authors of this literature review find that empirical research on unions' political activity since World War II has failed to answer many important questions. Not only have researchers neglected some issues outright, but disparate data sources and statistical methods, lack of a guiding theory, inconsistent findings, and hidden normative assumptions about the propriety of unions' political involvement limit the generalizability of reported res…
Collective Bargaining, Interest Arbitration, and Police Salaries
Previous research and conventional wisdom suggest that the practice of collective bargaining, the availability of interest arbitration, and the use of arbitration when available all have a positive effect on salaries. In this study, believed to be the first to incorporate all those variables, the authors analyze data on police salaries in more than 900 cities during the 1971-81 period. The results show that collective bargaining and the availabil…
The NLRA at Fifty
A survey of fifty years of research on the Wagner and Taft-Hartley Acts reveals that researchers' conclusions about the NLRA and its enforcement have generally depended upon their perceptions of the law's purpose; most researchers do not seem to consult relevant research outside their own disciplines; and some important aspects of the NLRA have received little attention. The authors recommend, among other things, that future studies focus on the …
Strikes, Arbitration, and Teacher Salaries
This study uses Bacharach and Lawler's behavioral theory of bargaining to derive hypotheses about the impact of strikes and compulsory interest arbitration on teacher salaries. Those hypotheses are tested with data sets on Illinois and Iowa school districts and on a national sample of teachers drawn from the Current Population Survey. The results suggest that strike use affects teacher salaries but that arbitration use does not. Additional tests …
National Union Effectiveness in Organizing
The percentage of the U.S. work force that is unionized is at its lowest level in more than 50 years. Although many studies have sought the reasons for this decline, few have investigated characteristics of unions themselves as possible factors. This paper focuses on unions as organizations, and applies a model of national union effectiveness to union organizing. The authors propose a composite measure of organizing effectiveness that goes beyond…
Union Membership and Voting for Cope-Endorsed Candidates
The authors investigate whether, as commonly believed, union members and their families strongly support the political candidates endorsed by union leaders. Using 1978 data on U.S. Senate, U.S. House of Representatives, and gubernatorial races, they find that union members, and to a lesser extent the nonmembers in their families, were more likely to vote for candidates endorsed by the AFL-CIO's Committee on Political Education (COPE) than were in…
The Effects of Union Organizational and Environmental Characteristics on Union Political Action
It is well known that organized labor is politically active. Few studies, however, have examined labor's political activities or assessed the extent of interunion differences in political action. This study partially fills these research gaps by empirically analyzing the involvement of individual unions in electoral and legislative activities over the years 1978-82. The results suggest that union-specific characteristics influence union political…
Strikes, Arbitration, and Teacher Salaries
This study uses Bacharach and Lawler's behavioral theory of bargaining to derive hypotheses about the impact of strikes and compulsory interest arbitration on teacher salaries. Those hypotheses are tested with data sets on Illinois and Iowa school districts and on a national sample of teachers drawn from the Current Population Survey. The results suggest that strike use affects teacher salaries but that arbitration use does not. Additional tests …
Planning for Change
Although it is commonly argued that unions need to innovate in order to grow and achieve success, little is known about the characteristics of unions that facilitate or hinder innovation. The authors of this study develop a model of union innovation and test it using data collected from many sources, including a 1990 survey of 275 officials and staff members from 111 American national unions. The results suggest that certain union characteristics…
Reflections on the "High Performance" Paradigm's Implications for Industrial Relations as a Field
Over the past decade, several leading U.S. scholars have advanced a new industrial relations paradigm, according to which “high performance” work and human resource management (HRM) practices have replaced unions and collective bargaining as the innovative force in industrial relations. Although this model fundamentally challenges the traditional focus of the field of industrial relations in the United States, research on it has centered on the d…
The NLRA at Fifty
A survey of fifty years of research on the Wagner and Taft-Hartley Acts reveals that researchers' conclusions about the NLRA and its enforcement have generally depended upon their perceptions of the law's purpose; most researchers do not seem to consult relevant research outside their own disciplines; and some important aspects of the NLRA have received little attention. The authors recommend, among other things, that future studies focus on the …
Unions and Information Technology
Survey data are used to examine the use of, and views about, infor mation technology (IT) among U.S. national unions. Usable responses were received from nearly two-thirds of such unions. In addition to de scriptive information regarding IT use in national unions, this paper ten tatively explores both the causes and consequences of IT use. While IT use of some sort is found to be nearly universal, there is considerable variation across unions in …
Profitability and Compensation Adjustments in the Retail Food Industry
This paper uses longitudinal data provided by a large unionized grocery store chain to examine the relationship between profitability and compensation adjustments between 1976 and 1985. Consistent with the predictions of a Nash bargaining model, negotiated compensation adjustments were inversely related to the pre-negotiation operating income of the relevant stores. Concessionary compensation adjustments in response to relatively low levels of pr…
Collective Bargaining, Interest Arbitration, and Police Salaries
Previous research and conventional wisdom suggest that the practice of collective bargaining, the availability of interest arbitration, and the use of arbitration when available all have a positive effect on salaries. In this study, believed to be the first to incorporate all those variables, the authors analyze data on police salaries in more than 900 cities during the 1971-81 period. The results show that collective bargaining and the availabil…
Strikes, Arbitration, and Teacher Salaries
This study uses Bacharach and Lawler's behavioral theory of bargaining to derive hypotheses about the impact of strikes and compulsory interest arbitration on teacher salaries. Those hypotheses are tested with data sets on Illinois and Iowa school districts and on a national sample of teachers drawn from the Current Population Survey. The results suggest that strike use affects teacher salaries but that arbitration use does not. Additional tests …
The NLRA at Fifty
A survey of fifty years of research on the Wagner and Taft-Hartley Acts reveals that researchers' conclusions about the NLRA and its enforcement have generally depended upon their perceptions of the law's purpose; most researchers do not seem to consult relevant research outside their own disciplines; and some important aspects of the NLRA have received little attention. The authors recommend, among other things, that future studies focus on the …
Collective Bargaining, Interest Arbitration, and Police Salaries
Previous research and conventional wisdom suggest that the practice of collective bargaining, the availability of interest arbitration, and the use of arbitration when available all have a positive effect on salaries. In this study, believed to be the first to incorporate all those variables, the authors analyze data on police salaries in more than 900 cities during the 1971-81 period. The results show that collective bargaining and the availabil…
Union Political Activities
Union Political Activities
The authors of this literature review find that empirical research on unions' political activity since World War II has failed to answer many important questions. Not only have researchers neglected some issues outright, but disparate data sources and statistical methods, lack of a guiding theory, inconsistent findings, and hidden normative assumptions about the propriety of unions' political involvement limit the generalizability of reported res…
The Effects of Union Organizational and Environmental Characteristics on Union Political Action
It is well known that organized labor is politically active. Few studies, however, have examined labor's political activities or assessed the extent of interunion differences in political action. This study partially fills these research gaps by empirically analyzing the involvement of individual unions in electoral and legislative activities over the years 1978-82. The results suggest that union-specific characteristics influence union political…
Unions, Political Action, and Public Policies
The Mandatory-Permissive Distinction and Collective Bargaining Outcomes
The authors use union contract and laboratory experiment data to assess whether the distinction between mandatory and permissive bargaining subjects affects collective bargaining outcomes. In general, the findings suggest that the distinction has an impact. The contract analysis suggests that bargaining differs across contracts that include permissive items and contracts that exclude permissive items. Further, an analysis of the potential impact …
Profitability and Compensation Adjustments in the Retail Food Industry
This paper uses longitudinal data provided by a large unionized grocery store chain to examine the relationship between profitability and compensation adjustments between 1976 and 1985. Consistent with the predictions of a Nash bargaining model, negotiated compensation adjustments were inversely related to the pre-negotiation operating income of the relevant stores. Concessionary compensation adjustments in response to relatively low levels of pr…
Union Membership and Voting for Cope-Endorsed Candidates
The authors investigate whether, as commonly believed, union members and their families strongly support the political candidates endorsed by union leaders. Using 1978 data on U.S. Senate, U.S. House of Representatives, and gubernatorial races, they find that union members, and to a lesser extent the nonmembers in their families, were more likely to vote for candidates endorsed by the AFL-CIO's Committee on Political Education (COPE) than were in…
National Union Effectiveness in Organizing
The percentage of the U.S. work force that is unionized is at its lowest level in more than 50 years. Although many studies have sought the reasons for this decline, few have investigated characteristics of unions themselves as possible factors. This paper focuses on unions as organizations, and applies a model of national union effectiveness to union organizing. The authors propose a composite measure of organizing effectiveness that goes beyond…
The Impact of Human Resource Management Practices on Perceptions of Organizational Performance.
In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.
Planning for Change
Although it is commonly argued that unions need to innovate in order to grow and achieve success, little is known about the characteristics of unions that facilitate or hinder innovation. The authors of this study develop a model of union innovation and test it using data collected from many sources, including a 1990 survey of 275 officials and staff members from 111 American national unions. The results suggest that certain union characteristics…
Unions and Information Technology
Survey data are used to examine the use of, and views about, infor mation technology (IT) among U.S. national unions. Usable responses were received from nearly two-thirds of such unions. In addition to de scriptive information regarding IT use in national unions, this paper ten tatively explores both the causes and consequences of IT use. While IT use of some sort is found to be nearly universal, there is considerable variation across unions in …
Reflections on the "High Performance" Paradigm's Implications for Industrial Relations as a Field
Over the past decade, several leading U.S. scholars have advanced a new industrial relations paradigm, according to which “high performance” work and human resource management (HRM) practices have replaced unions and collective bargaining as the innovative force in industrial relations. Although this model fundamentally challenges the traditional focus of the field of industrial relations in the United States, research on it has centered on the d…
On the Paradigm Guiding Industrial Relations Theory and Research
Reply to Kochan, Thomas A., On the Paradigm Guiding Relations Theory and Research: Comment on John Godard and John T. Delaney, 'Reflections on the High Performance Paradigm's Implications for Relations as a Field.' Industrial and Labor Relations Review, Vol. 53, No. 4 (July), pp. 704-11. (Author's abstract.)
Collective Bargaining
Collective bargaining is a process through which unionized employees and their employers meet and confer to jointly determine the terms and conditions of employment. The subjects and nature of bargaining are set by national and local laws, which generate different outcomes for public and private employees and across local and national borders. Collective bargaining has a political aspect, especially for public employees, and unions devote conside…
Labor Movements and Unions (14 works) · Political science (14 works) · Law (12 works) · Economics (11 works) · Sociology (9 works) · Business (8 works) · Politics (6 works) · Psychology (6 works) · Collective bargaining (5 works) · Labour economics (5 works)