Alexander J S Colvin
Datos Biográficos
| ID | 973676 |
|---|---|
| NOMBRE | Alexander J S Colvin |
| NOMBRES | Alexander J S |
| APELLIDO | Colvin |
| FIRMA | COLVIN A J S |
| AFILIACIONES | Cornell University |
| ORCID | 0009-0003-5221-3067 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 18 |
| TOTAL DE CITAS | 56 |
| TOTAL COMO AUTOR | 17 |
| TOTAL COMO EDITOR | 1 |
| PRIMER AÑO DE PUBLICACIÓN | 2001 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2023 |
| ÍNDICE H | 4 |
A fragmented and heavily privatized dispute resolution system
The United States possesses a highly fragmented and decentralized set of mechanisms addressing work‐related conflicts and disputes. There are consequential differences in how workplace conflicts are resolved across the following settings—union and nonunion or collective and individual, public and private sectors, traditional and nonstandard employment models, and public and private forums. An important trend is the growing influence in the nonuni…
Changing face of public agencies in workplace conflict resolution
This six‐country study includes examination of the institutional context in which public agencies for conflict resolution operate; the internal and external pressures for change in the activities of these agencies, including the shift from collective to individual forms of workplace conflict; the extent to which the changes being introduced are altering the traditional organizational character or culture of these bodies; and the effects of the pa…
Mandatory Employment Arbitration
This article offers a comprehensive overview of the academic literature concerning mandatory employment arbitration and existing empirical evidence. Proponents of mandatory employment arbitration contend mandatory arbitration provides access to justice to those excluded from the traditional civil litigation system. Conversely, opponents of mandatory employment arbitration assert that it is a coercive system that disproportionately benefits employ…
New Directions in Employment Relations Theory
This article introduces the special issue on New Theories in Employment Relations. The authors summarize the history of employment relations theory and reflect on the implications of recent disruptive changes in the economy and society for new theory development. Three sets of changes are identified: the growing complexity of actors in the employment relationship, an increased emphasis on identity as a basis for organizing and extending labor pro…
Advancing Dispute Resolution by Understanding the Sources of Conflict
Organizational leaders, public policymakers, dispute resolution professionals, and scholars have developed diverse methods for resolving workplace conflict. But inadequate recognition has been given to the idea that the effectiveness of a dispute resolution method depends on its fit with the source of a particular conflict. Consequently, it is essential to better understand where conflict comes from and how this affects dispute resolution. To the…
Systems for Conflict Resolution in Comparative Perspective
A cornerstone of industrial relations theory is the idea that the potential for conflict is inherent in the employment relationship. Across countries, forms of workplace conflict and methods of conflict resolution take a range of different forms. Yet aside from attempts to understand cross-national variation in strikes, little research has examined systemic differences in the manifestation and management of workplace conflict. The authors seek to…
Decision-Maker and Context Effects in Employment Arbitration
Using a novel survey of 274 employment arbitrators, this study investigates how decision-maker characteristics and the context of the arbitration proceeding affect employee outcomes. The authors analyze the predictors of settlement before an arbitrator award and, if no settlement is reached, the likelihood that an employee will receive a favorable verdict after a full hearing. Findings show that pre-arbitration dispute resolution procedures, such…
The Routledge Companion to Employment Relations
Comprising five thematic sections, this volume provides a critical, international and interdisciplinary exploration of employment relations. It examines the major subjects and emerging areas within the field, including essays on institutional theory, voice, new actors, precarious work and employment. Led by a well-respected team of editors, the contributors examine current knowledge and debates within each topic, offering cutting-edge analysis an…
Individual Employment Rights Arbitration in the United States
The authors examine disposition statistics from employment arbitration cases administered over an 11-year period by the American Arbitration Association (AAA) to investigate the process of dispute resolution in this new institution of employment relations. They investigate the predictors of settlement before the arbitration hearing and then estimate models for the likelihood of employee wins and damage amounts for the 2,802 cases that resulted in…
HRM and Conflict Management
Introduction to Part 4
Using Mediation to Manage Conflict at the United States Postal Service
Introduction to Part 2
The Oxford Handbook of Conflict Management in Organizations
PART 1: THE CHANGING CONTEXT OF CONFLICT MANAGEMENT PART 2 APPROACHES TO CONFLICT MANAGEMENT PART 3 EXEMPLARS AND INNOVATORS PART 4 INTERNATIONAL DEVELOPMENTS
Convergence in Industrial Relations Institutions
At the outset of the Thatcher/Reagan era, the employment and labor law systems across six Anglo-American countries could be divided into three pairings: the Wagner Act model of the United States and Canada; the Voluntarist system of collective bargaining and strong unions in the United Kingdom and Ireland; and the highly centralized, legalistic Award systems of Australia and New Zealand. The authors argue that there has been growing convergence i…
Institutional Pressures, Human Resource Strategies, and the Rise of Nonunion Dispute Resolution Procedures
The author investigates factors influencing the adoption of dispute resolution procedures in the nonunion workplace. Various explanations are tested using data from a 1998 survey of dispute resolution procedures in the telecommunications industry. The results suggest that both institutional pressures and human resource strategies are factors driving the adoption of nonunion procedures. Among institutional factors, rising individual employment rig…
Employee Voice, Human Resource Practices, and Quit Rates
The authors draw on strategic human resource and industrial relations theories to identify the sets of employee voice mechanisms and human resource practices that are likely to predict firm-level quit rates, then empirically evaluate the predictive power of these variables using data from a 1998 establishment-level survey in the telecommunications industry. With respect to alternative voice mechanisms, they find that union representation predicts…
Learning from Saturn
Employee Voice, Human Resource Practices, and Quit Rates
The authors draw on strategic human resource and industrial relations theories to identify the sets of employee voice mechanisms and human resource practices that are likely to predict firm-level quit rates, then empirically evaluate the predictive power of these variables using data from a 1998 establishment-level survey in the telecommunications industry. With respect to alternative voice mechanisms, they find that union representation predicts…
Institutional Pressures, Human Resource Strategies, and the Rise of Nonunion Dispute Resolution Procedures
The author investigates factors influencing the adoption of dispute resolution procedures in the nonunion workplace. Various explanations are tested using data from a 1998 survey of dispute resolution procedures in the telecommunications industry. The results suggest that both institutional pressures and human resource strategies are factors driving the adoption of nonunion procedures. Among institutional factors, rising individual employment rig…
Convergence in Industrial Relations Institutions
At the outset of the Thatcher/Reagan era, the employment and labor law systems across six Anglo-American countries could be divided into three pairings: the Wagner Act model of the United States and Canada; the Voluntarist system of collective bargaining and strong unions in the United Kingdom and Ireland; and the highly centralized, legalistic Award systems of Australia and New Zealand. The authors argue that there has been growing convergence i…
Individual Employment Rights Arbitration in the United States
The authors examine disposition statistics from employment arbitration cases administered over an 11-year period by the American Arbitration Association (AAA) to investigate the process of dispute resolution in this new institution of employment relations. They investigate the predictors of settlement before the arbitration hearing and then estimate models for the likelihood of employee wins and damage amounts for the 2,802 cases that resulted in…
New Directions in Employment Relations Theory
This article introduces the special issue on New Theories in Employment Relations. The authors summarize the history of employment relations theory and reflect on the implications of recent disruptive changes in the economy and society for new theory development. Three sets of changes are identified: the growing complexity of actors in the employment relationship, an increased emphasis on identity as a basis for organizing and extending labor pro…
Systems for Conflict Resolution in Comparative Perspective
A cornerstone of industrial relations theory is the idea that the potential for conflict is inherent in the employment relationship. Across countries, forms of workplace conflict and methods of conflict resolution take a range of different forms. Yet aside from attempts to understand cross-national variation in strikes, little research has examined systemic differences in the manifestation and management of workplace conflict. The authors seek to…
Learning from Saturn
Advancing Dispute Resolution by Understanding the Sources of Conflict
Organizational leaders, public policymakers, dispute resolution professionals, and scholars have developed diverse methods for resolving workplace conflict. But inadequate recognition has been given to the idea that the effectiveness of a dispute resolution method depends on its fit with the source of a particular conflict. Consequently, it is essential to better understand where conflict comes from and how this affects dispute resolution. To the…
Decision-Maker and Context Effects in Employment Arbitration
Using a novel survey of 274 employment arbitrators, this study investigates how decision-maker characteristics and the context of the arbitration proceeding affect employee outcomes. The authors analyze the predictors of settlement before an arbitrator award and, if no settlement is reached, the likelihood that an employee will receive a favorable verdict after a full hearing. Findings show that pre-arbitration dispute resolution procedures, such…
Learning from Saturn
Employee Voice, Human Resource Practices, and Quit Rates
The authors draw on strategic human resource and industrial relations theories to identify the sets of employee voice mechanisms and human resource practices that are likely to predict firm-level quit rates, then empirically evaluate the predictive power of these variables using data from a 1998 establishment-level survey in the telecommunications industry. With respect to alternative voice mechanisms, they find that union representation predicts…
Institutional Pressures, Human Resource Strategies, and the Rise of Nonunion Dispute Resolution Procedures
The author investigates factors influencing the adoption of dispute resolution procedures in the nonunion workplace. Various explanations are tested using data from a 1998 survey of dispute resolution procedures in the telecommunications industry. The results suggest that both institutional pressures and human resource strategies are factors driving the adoption of nonunion procedures. Among institutional factors, rising individual employment rig…
Convergence in Industrial Relations Institutions
At the outset of the Thatcher/Reagan era, the employment and labor law systems across six Anglo-American countries could be divided into three pairings: the Wagner Act model of the United States and Canada; the Voluntarist system of collective bargaining and strong unions in the United Kingdom and Ireland; and the highly centralized, legalistic Award systems of Australia and New Zealand. The authors argue that there has been growing convergence i…
HRM and Conflict Management
Introduction to Part 4
Using Mediation to Manage Conflict at the United States Postal Service
Introduction to Part 2
The Oxford Handbook of Conflict Management in Organizations
PART 1: THE CHANGING CONTEXT OF CONFLICT MANAGEMENT PART 2 APPROACHES TO CONFLICT MANAGEMENT PART 3 EXEMPLARS AND INNOVATORS PART 4 INTERNATIONAL DEVELOPMENTS
Individual Employment Rights Arbitration in the United States
The authors examine disposition statistics from employment arbitration cases administered over an 11-year period by the American Arbitration Association (AAA) to investigate the process of dispute resolution in this new institution of employment relations. They investigate the predictors of settlement before the arbitration hearing and then estimate models for the likelihood of employee wins and damage amounts for the 2,802 cases that resulted in…
The Routledge Companion to Employment Relations
Comprising five thematic sections, this volume provides a critical, international and interdisciplinary exploration of employment relations. It examines the major subjects and emerging areas within the field, including essays on institutional theory, voice, new actors, precarious work and employment. Led by a well-respected team of editors, the contributors examine current knowledge and debates within each topic, offering cutting-edge analysis an…
Advancing Dispute Resolution by Understanding the Sources of Conflict
Organizational leaders, public policymakers, dispute resolution professionals, and scholars have developed diverse methods for resolving workplace conflict. But inadequate recognition has been given to the idea that the effectiveness of a dispute resolution method depends on its fit with the source of a particular conflict. Consequently, it is essential to better understand where conflict comes from and how this affects dispute resolution. To the…
Systems for Conflict Resolution in Comparative Perspective
A cornerstone of industrial relations theory is the idea that the potential for conflict is inherent in the employment relationship. Across countries, forms of workplace conflict and methods of conflict resolution take a range of different forms. Yet aside from attempts to understand cross-national variation in strikes, little research has examined systemic differences in the manifestation and management of workplace conflict. The authors seek to…
Decision-Maker and Context Effects in Employment Arbitration
Using a novel survey of 274 employment arbitrators, this study investigates how decision-maker characteristics and the context of the arbitration proceeding affect employee outcomes. The authors analyze the predictors of settlement before an arbitrator award and, if no settlement is reached, the likelihood that an employee will receive a favorable verdict after a full hearing. Findings show that pre-arbitration dispute resolution procedures, such…
New Directions in Employment Relations Theory
This article introduces the special issue on New Theories in Employment Relations. The authors summarize the history of employment relations theory and reflect on the implications of recent disruptive changes in the economy and society for new theory development. Three sets of changes are identified: the growing complexity of actors in the employment relationship, an increased emphasis on identity as a basis for organizing and extending labor pro…
A fragmented and heavily privatized dispute resolution system
The United States possesses a highly fragmented and decentralized set of mechanisms addressing work‐related conflicts and disputes. There are consequential differences in how workplace conflicts are resolved across the following settings—union and nonunion or collective and individual, public and private sectors, traditional and nonstandard employment models, and public and private forums. An important trend is the growing influence in the nonuni…
Changing face of public agencies in workplace conflict resolution
This six‐country study includes examination of the institutional context in which public agencies for conflict resolution operate; the internal and external pressures for change in the activities of these agencies, including the shift from collective to individual forms of workplace conflict; the extent to which the changes being introduced are altering the traditional organizational character or culture of these bodies; and the effects of the pa…
Mandatory Employment Arbitration
This article offers a comprehensive overview of the academic literature concerning mandatory employment arbitration and existing empirical evidence. Proponents of mandatory employment arbitration contend mandatory arbitration provides access to justice to those excluded from the traditional civil litigation system. Conversely, opponents of mandatory employment arbitration assert that it is a coercive system that disproportionately benefits employ…
Political science (14 obras) · Law (13 obras) · Labor Movements and Unions (10 obras) · Business (9 obras) · Economics (8 obras) · Dispute resolution (6 obras) · Arbitration (5 obras) · Computer Science (5 obras) · Engineering (5 obras) · Industrial relations (5 obras)