Bruce E Kaufman
Datos Biográficos
| ID | 965728 |
|---|---|
| NOMBRE | Bruce E Kaufman |
| NOMBRES | Bruce E |
| APELLIDO | Kaufman |
| FIRMA | KAUFMAN B E |
| AFILIACIONES | Georgia State University |
| ORCID | 0000-0001-7758-0670 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 44 |
| TOTAL DE CITAS | 101 |
| TOTAL COMO AUTOR | 43 |
| TOTAL COMO EDITOR | 1 |
| PRIMER AÑO DE PUBLICACIÓN | 1981 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2021 |
| ÍNDICE H | 8 |
Using unitarist, pluralist, and radical frames to map the cross-section distribution of employment relations across workplaces
The frames of reference model developed by Fox, and extended by a number of other authors, is arguably the central paradigm framework in the employment/industrial relations field. Despite its importance and popularity, use of frames of reference to structure empirical analysis and develop hypotheses is relatively rare and, to the best of our knowledge, the framework and its key constructs and principles have themselves never been empirically exam…
Commentary on New Theories in Employment Relations
ILR Review invited leading scholars to present short comments on paired articles in the preceding Special Issue on New Theories in Employment Relations. They identify key contributions, suggest extensions, and offer broader thoughts on the direction of future theory in employment relations
Translating Commons’ ‘Industrial Goodwill’ Into Italian
This paper examines the English-language term ‘industrial goodwill’, which was introduced into industrial relations discourse by John R. Commons in his book Industrial Goodwill (1919). The paper then goes on to investigate the challenges resulting from the attempts to translate this concept into Italian, as no equivalent exists in the target language which fully captures its English meaning. More generally, this case study is used to highlight th…
Divergent fates
Well known is that the National Labor Relations Act (NLRA, 1935) in the United States places a largely per se ban on nonunion employee representation (ER) groups which deal with employers over a term or condition of employment. Much less well known is that America’s other labor law, the Railway Labor Act (RLA, 1926), takes a different approach and permits employers to operate such councils and committees as long as they do not perform a collectiv…
The Development of Human Resource Management Across Nations
‘This is an excellent book. Bruce Kaufman, in his ever thoughtful way, has not just analyzed the history of the development of HRM, but assembled 17 chapters in which world-class local experts report on that history in their own country. The book is full of fascinating information, stories and analysis and will be a touchstone text for everyone wanting to break out of the usual narrow ethnocentric view that often afflicts studies of HRM.’
IR Theory Built on the Founders' Principles with Empirical Application to Australia
The authors identify 10 core principles of industrial relations (IR) theory and policy, based on the writings of British IR founders Beatrice Webb and Sidney Webb and U.S. IR founder John Commons. These principles are then represented diagrammatically in an expanded IR version of the Marshallian demand/supply (DS) model. The DS and IR models, representing on one side the merits of abstraction and parsimony and on the other realism and complexity,…
Wage Theory, New Deal Labor Policy, and the Great Depression
A growing number of economists blame the length and severity of the Great Depression on factors that rigidified wage rates, raised production costs, and interfered with the market allocation of labor. The target of their critique is President Franklin Roosevelt's New Deal labor program, which they portray as creating a series of large negative supply shocks through encouragement of unions, minimum wages, unemployment insurance, and other anticomp…
The Firm's Choice of Hrm Practices
The authors compare and contrast two theoretical approaches to explaining a firm's choice of human resource management (HRM) practices-one from strategic human resource management (SHRM) and the other from economics. They present HRM frequency distributions depicting key empirical patterns that both theories must explain and then review and apply SHRM theory to explain these patterns. Since no economic model has thus far explicitly considered fir…
Employee Participation Through Non‐Union Forms of Employee Representation
The distinctive approach considered in this article is indirect participation through forms of non-union employee representation (NER). NER has been practiced in industry for more than a century, with considerable diversity and variation both across countries and over time. This article defines NER and provides a thumbnail sketch of its historical evolution. It describes the various forms of NER and its alternative functions. The article then syn…
Chicago and the Development of Twentieth-Century Labor Economics
9 Chicago and the development of twentieth-century labor economics Bruce E. Kaufman* Introduction The two universities in America that exercised the largest influence on the economic study of labor during the twentieth century are Chicago and Wisc...
The Theoretical Foundation of Industrial Relations and its Implications for Labor Economics and Human Resource Management
The author identifies the core principle that forms the theoretical and policy foundation for the field of industrial relations-labor is embodied in human beings and is not a commodity-and argues that the field's two central dependent variables are labor problems and the employment relationship. Next, he uses this core principle, along with complementary ideas from institutional economics, to develop a theoretical framework that not only explains…
Institutional Economics and the Minimum Wage
Debate among labor economists on the pros and cons of a minimum wage law has come to focus on whether labor markets are competitive or monopsonistic. Using principles and concepts of institutional economics, the author argues that this perspective on minimum wages is too narrow. In particular, he uses institutional theory to develop four theoretical rationales for minimum wage legislation: setting a floor on wages to offset imperfect competition …
The Core Principle and Fundamental Theorem of Industrial Relations
This paper describes the original paradigm of industrial relations, as developed in the United States in the early part of the twentieth century. The original paradigm had three faces: science-building, problem-solving, and ethical/ideological. It is argued that the core principle that spans and unites these three faces is rejection of the orthodox economic model of a competitive labour market. This proposition may also be stated as a rejection o…
The impossibility of a perfectly competitive labour market
Using the institutional theory of transaction costs, I demonstrate that the assumptions of the competitive labour market model are internally contradictory and lead to the conclusion that on purely theoretical grounds a perfectly competitive labour market is a logical impossibility. By extension, the familiar diagram of wage determination by supply and demand is also a logical impossibility and the neoclassical labour demand curve is not a well-d…
The institutional economics of John R. Commons
Journal Article The institutional economics of John R. Commons: complement and substitute for neoclassical economic theory Get access Bruce E. Kaufman Bruce E. Kaufman Department of Economics, Georgia State University, Atlanta, GA 30303, USA Correspondence: [email protected] Search for other works by this author on: Oxford Academic Google Scholar Socio-Economic Review, Volume 5, Issue 1, January 2007, Pages 3–45, https://doi.org/10.1093/ser/mwl016…
Industrial Relations and Labor Institutionalism
This paper describes the close intellectual kinship between the academic field of industrial relations and the labor institutionalism of the Wisconsin School, their historical evolution over the twentieth century, and the reasons for the marked decline in the academic fortunes of industrial relations in recent years
The Global Evolution of Industrial Relations
Industrial Relations to Human Resources and beyond
1. Introduction, Roy B. Helfgott Section I. The Early Stages of Welfare Capitalism and the Birth of IRC and Human Resource Management 2. The United States in the 1920s: Breaking with European Traditions, Roy B. Helfgott 3. Industrial Relations Counselors, Inc.: Its History and Significance, Bruce E. Kaufman Section II. History and Development of Human Resource Management 4. The Quest for Cooperation and Unity of Interest in Industry, Bruce E. Kau…
The Future of Private Sector Unionism in the United States
Preface 1. Introduction 2. The Future of Private Sector Unions in the U.S., Seymour Martin Lipset and Ivan Katchanovski 3. Accounting for the Decline of Unions in the Private Sector, 1973-1988, Henry Farber and Bruce Western 4. The Twilight for Organized Labor, Leo Troy 5. Information Technology, Unions, and the New Organization: Challenges and Opportunities for Union Survival, Anthony Townsend, Samuel DeMarie, and Anthony Hendrickson 6. Private …
John R. Commons and the Wisconsin School on Industrial Relations Strategy and Policy
The field of industrial relations in the United States is largely rooted in the early twentieth-century writings of John R. Commons and the Wisconsin School. The author documents and describes their strategy and recommended policy approach for improved industrial relations. The three core components of their strategy were stabilization of markets, equalization of bargaining power, and constitutional government in industrial enterprise. The author…
Reflections on Six Decades in Industrial Relations
I think it is fair to say that if people in industrial relations were asked to name the single greatest living name in the field, John Dunlop would win hands down. A number of other people have made a significant mark on the field, but no one has put together as long and distinguished a record as Dunlop. John Dunlop received his Ph.D. degree in economics in 1939 from the University of California-Berkeley and in the same year took up his new posit…
The Case for the Company Union
Beyond Unions and Collective Bargaining
Personnel/Human Resource Management
Government Regulation of the Employment Relationship
The institutional economics of John R. Commons
Journal Article The institutional economics of John R. Commons: complement and substitute for neoclassical economic theory Get access Bruce E. Kaufman Bruce E. Kaufman Department of Economics, Georgia State University, Atlanta, GA 30303, USA Correspondence: [email protected] Search for other works by this author on: Oxford Academic Google Scholar Socio-Economic Review, Volume 5, Issue 1, January 2007, Pages 3–45, https://doi.org/10.1093/ser/mwl016…
Bargaining Theory, Inflation, and Cyclical Strike Activity in Manufacturing
This paper presents a theoretical and empirical analysis of cyclical movements in strike activity. The first part of the paper develops a bargaining model that demonstrates the crucial role of limited information as a cause of strikes. This model is believed to be an improvement over others because it allows for maximizing behavior on the part of both the union and the firm and it explicitly incorporates the interdependency that exists between th…
The Theoretical Foundation of Industrial Relations and its Implications for Labor Economics and Human Resource Management
The author identifies the core principle that forms the theoretical and policy foundation for the field of industrial relations-labor is embodied in human beings and is not a commodity-and argues that the field's two central dependent variables are labor problems and the employment relationship. Next, he uses this core principle, along with complementary ideas from institutional economics, to develop a theoretical framework that not only explains…
The Determinants of Strikes in the United States, 1900-1977
This study aims to assess the recent debate that has emerged in the literature over the "economic" and "organizational-political" models of strikes and to propose and test a synthesis of those models as an explanation for the pattern of strike activity in the United States since 1900. The paper begins with a review of strike activity in the post-1900 period and then develops a conceptual framework incorporating six factors-the size of union membe…
John R. Commons and the Wisconsin School on Industrial Relations Strategy and Policy
The field of industrial relations in the United States is largely rooted in the early twentieth-century writings of John R. Commons and the Wisconsin School. The author documents and describes their strategy and recommended policy approach for improved industrial relations. The three core components of their strategy were stabilization of markets, equalization of bargaining power, and constitutional government in industrial enterprise. The author…
The Case for the Company Union
Expanding the Behavioral Foundations of Labor Economics
The author examines, critiques, and suggests modifications to the psychological assumptions of the rational choice model of the human agent that underlies much of the theoretical work in modern, neoclassical labor economics. He analyzes the rational choice model in terms of three psychological constructs--motivation, cognition, and emotion--in the context of a five-step model of the human behavioral process. Examples from the empirical and theore…
The Origins & Evolution of the Field of Industrial Relations in the United States
Journal Article The Origins & Evolution of the Field of Industrial Relations in the United States. By Bruce E. Kaufman. (Ithaca: ILR Press, 1993. xvi, 286 pp. Cloth, $40.00, ISBN 0-87546-191-3. Paper, $19.95, ISBN 0-87546-192-1.) Get access Stephen P. Waring Stephen P. Waring University of Alabama, Huntsville, Alabama Search for other works by this author on: Oxford Academic Google Scholar Journal of American History, Volume 80, Issue 3, December…
Institutional Economics and the Minimum Wage
Debate among labor economists on the pros and cons of a minimum wage law has come to focus on whether labor markets are competitive or monopsonistic. Using principles and concepts of institutional economics, the author argues that this perspective on minimum wages is too narrow. In particular, he uses institutional theory to develop four theoretical rationales for minimum wage legislation: setting a floor on wages to offset imperfect competition …
The Firm's Choice of Hrm Practices
The authors compare and contrast two theoretical approaches to explaining a firm's choice of human resource management (HRM) practices-one from strategic human resource management (SHRM) and the other from economics. They present HRM frequency distributions depicting key empirical patterns that both theories must explain and then review and apply SHRM theory to explain these patterns. Since no economic model has thus far explicitly considered fir…
Industrial Relations and Labor Institutionalism
This paper describes the close intellectual kinship between the academic field of industrial relations and the labor institutionalism of the Wisconsin School, their historical evolution over the twentieth century, and the reasons for the marked decline in the academic fortunes of industrial relations in recent years
Wage Theory, New Deal Labor Policy, and the Great Depression
A growing number of economists blame the length and severity of the Great Depression on factors that rigidified wage rates, raised production costs, and interfered with the market allocation of labor. The target of their critique is President Franklin Roosevelt's New Deal labor program, which they portray as creating a series of large negative supply shocks through encouragement of unions, minimum wages, unemployment insurance, and other anticomp…
Personnel/Human Resource Management
Models of Man in Industrial Relations Research
The author attempts to identify the essential characteristics that distinguish behavioral from nonbehavioral research in industrial relations. He argues that behavioral research is distinguished from nonbehavioral research by the psychological model of man that is contained in the theoretical framework used to deduce or test hypotheses. More specifically, the "behavioral man" of behavioral research and the "economic man" of nonbehavioral research…
The Development of Human Resource Management Across Nations
‘This is an excellent book. Bruce Kaufman, in his ever thoughtful way, has not just analyzed the history of the development of HRM, but assembled 17 chapters in which world-class local experts report on that history in their own country. The book is full of fascinating information, stories and analysis and will be a touchstone text for everyone wanting to break out of the usual narrow ethnocentric view that often afflicts studies of HRM.’
Reflections on Six Decades in Industrial Relations
I think it is fair to say that if people in industrial relations were asked to name the single greatest living name in the field, John Dunlop would win hands down. A number of other people have made a significant mark on the field, but no one has put together as long and distinguished a record as Dunlop. John Dunlop received his Ph.D. degree in economics in 1939 from the University of California-Berkeley and in the same year took up his new posit…
The Origins & Evolution of the Field of Industrial Relations in the United States
Voting for Wage Concessions
The authors of this paper use the median voter model to predict the patterns of rank-and-file voting on wage concessions in a multiplant setting, then test those predictions using data from the 1982 GM-UAW negotiations. The model predicts that workers in plants with large layoffs will vote in favor of a wage concession only if they believe that a concession will save their jobs. Surprisingly, workers in plants with growing or stable employment ar…
Determinants of Strikes
Industrial Conflict in Modern Britain
Bargaining Theory, Inflation, and Cyclical Strike Activity in Manufacturing
This paper presents a theoretical and empirical analysis of cyclical movements in strike activity. The first part of the paper develops a bargaining model that demonstrates the crucial role of limited information as a cause of strikes. This model is believed to be an improvement over others because it allows for maximizing behavior on the part of both the union and the firm and it explicitly incorporates the interdependency that exists between th…
The Determinants of Strikes in the United States, 1900-1977
This study aims to assess the recent debate that has emerged in the literature over the "economic" and "organizational-political" models of strikes and to propose and test a synthesis of those models as an explanation for the pattern of strike activity in the United States since 1900. The paper begins with a review of strike activity in the post-1900 period and then develops a conceptual framework incorporating six factors-the size of union membe…
Determinants of Strikes
Voting on Contracts in the Auto Industry
W E welcome the opportunity to discuss 'V Tthe similarities and differences between our paper and the paper by Cappelli and Sterling (CS and second, the monopoly and efficient contract models of union behavior that are popular in the literature are seriously in error because they assume a homogeneity of interests on the part of the rank and file. As both of these papers show, at least in the UAW no such homogeneity of interests exists and, thus, …
Employee Relations
The Economics of Labor Markets and Labor Relations
Voting for Wage Concessions
The authors of this paper use the median voter model to predict the patterns of rank-and-file voting on wage concessions in a multiplant setting, then test those predictions using data from the 1982 GM-UAW negotiations. The model predicts that workers in plants with large layoffs will vote in favor of a wage concession only if they believe that a concession will save their jobs. Surprisingly, workers in plants with growing or stable employment ar…
Reply to Lewin, Mincer, and Cummings
Models of Man in Industrial Relations Research
The author attempts to identify the essential characteristics that distinguish behavioral from nonbehavioral research in industrial relations. He argues that behavioral research is distinguished from nonbehavioral research by the psychological model of man that is contained in the theoretical framework used to deduce or test hypotheses. More specifically, the "behavioral man" of behavioral research and the "economic man" of nonbehavioral research…
How Labor Markets Work
The Origins & Evolution of the Field of Industrial Relations in the United States
Journal Article The Origins & Evolution of the Field of Industrial Relations in the United States. By Bruce E. Kaufman. (Ithaca: ILR Press, 1993. xvi, 286 pp. Cloth, $40.00, ISBN 0-87546-191-3. Paper, $19.95, ISBN 0-87546-192-1.) Get access Stephen P. Waring Stephen P. Waring University of Alabama, Huntsville, Alabama Search for other works by this author on: Oxford Academic Google Scholar Journal of American History, Volume 80, Issue 3, December…
The Origins & Evolution of the Field of Industrial Relations in the United States
The Origins and Evolution of the Field of Industrial Relations in the United States
Employee Representation
Employee Representation
Contemporary Collective Bargaining in the Private Sector
Employment Relations and the Social Sciences
Social sciences and the employment relationship -- Origins of the field of industrial relations -- Marxism, economics, and industrial relations -- Soci systems, conflict, and change -- Neo-institutionalists, economics, and industrial relations -- Psychologists and industrial relations -- Industrial relations and the social sciences : the long view
Government Regulation of the Employment Relationship
Expanding the Behavioral Foundations of Labor Economics
The author examines, critiques, and suggests modifications to the psychological assumptions of the rational choice model of the human agent that underlies much of the theoretical work in modern, neoclassical labor economics. He analyzes the rational choice model in terms of three psychological constructs--motivation, cognition, and emotion--in the context of a five-step model of the human behavioral process. Examples from the empirical and theore…
The Case for the Company Union
Beyond Unions and Collective Bargaining
Personnel/Human Resource Management
Reflections on Six Decades in Industrial Relations
I think it is fair to say that if people in industrial relations were asked to name the single greatest living name in the field, John Dunlop would win hands down. A number of other people have made a significant mark on the field, but no one has put together as long and distinguished a record as Dunlop. John Dunlop received his Ph.D. degree in economics in 1939 from the University of California-Berkeley and in the same year took up his new posit…
The Future of Private Sector Unionism in the United States
Preface 1. Introduction 2. The Future of Private Sector Unions in the U.S., Seymour Martin Lipset and Ivan Katchanovski 3. Accounting for the Decline of Unions in the Private Sector, 1973-1988, Henry Farber and Bruce Western 4. The Twilight for Organized Labor, Leo Troy 5. Information Technology, Unions, and the New Organization: Challenges and Opportunities for Union Survival, Anthony Townsend, Samuel DeMarie, and Anthony Hendrickson 6. Private …
Economics (33 obras) · Labor Movements and Unions (27 obras) · Political science (25 obras) · Law (18 obras) · Business (14 obras) · Industrial relations (14 obras) · Industrial Relations (13 obras) · Sociology (13 obras) · Computer Science (12 obras) · Labour economics (12 obras)