Rosemary Batt
Biographic Data
| ID | 380405 |
|---|---|
| NAME | Rosemary Batt |
| GIVEN NAMES | Rosemary |
| FAMILY NAME | Batt |
| SIGNATURE | BATT R |
| AFFILIATIONS | Cornell University |
| ORCID | 0000-0003-1426-9900 |
| VERIFIED | Yes |
| TOTAL WORKS | 23 |
| TOTAL CITATIONS | 122 |
| AUTHOR COUNT | 22 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1993 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 5 |
Labor, Management, Government, and Labor Markets: A Festschrift in Honor of Thomas A. Kochan
In September 2022, former students and colleagues of Thomas A. Kochan organized a Festschrift, a "festival of writing," to honor his impact on Industrial Relations and related fields. The Festschrift generated more than two dozen articles and commentaries in a forthcoming book, as well as the four articles featured here in the ILR Review. These articles include "A Tale of Two Locals," focused on contrasting responses to the 2019 GM-UAW strike; "T…
Trends in Real Estate Investment Trust Ownership of US Health Care Properties
This cross-sectional study examines the prevalence and characteristics of real estate investment trust-owned health care properties in the US health care sector
Data Transparency and Methods in Quantitative and Qualitative Research: Letter from the Editors
The Industrial Relations Field 100 Years Later: The “Labor Question” Is More Important Than Ever: Letter from the Editors
Path Dependency versus Social Unionism in Healthcare: Bringing Employers Back in
A central problem in contemporary employment relations is the fragmentation of work. This process is occurring in health systems as they decentralize services from hospitals to outpatient centers. While some unions have maintained inclusive employment systems, others have not. What explains this variation? The authors address this question through a matched case comparison of healthcare unions in Rochester and Buffalo, New York. The cities share …
The 70th Anniversary of the ILR Review
Letter from the ILR Review Editors
An introduction is presented in which the author discusses various issues legalization of immigration, labor law in China, and the minimum wage
Collaborating to Inform a Progressive Labor Agenda
Research Article| December 01 2012 Collaborating to Inform a Progressive Labor Agenda Rosemary Batt Rosemary Batt Search for other works by this author on: This Site Google Labor (2012) 9 (4): 67–73. https://doi.org/10.1215/15476715-1726027 Cite Icon Cite Share Icon Share Twitter Permissions Search Site Citation Rosemary Batt; Collaborating to Inform a Progressive Labor Agenda. Labor 1 December 2012; 9 (4): 67–73. doi: https://doi.org/10.1215/154…
The Globalization of Service Work: Comparative Institutional Perspectives on Call Centers
This introduction to the special issue on the globalization of service work provides an overview of the call center sector and its development in coordinated, liberal market, and emerging market economies. The introduction's authors situate this research in literature on the comparative political economy and industrial relations. Drawing on qualitative research and a unique survey of 2,500 establishments in 17 countries conducted in 2003-2006, th…
How Institutions and Business Strategies Affect Wages: A Cross-National Study of Call Centers
This paper, drawing on a 2003-2006 establishment-level survey of 1,819 call centers in 15 countries, examines effects of industrial relations institutions and employer strategies on wage variation across coordinated, liberal, and emerging market economies. The authors find several contradictory patterns, which confirm theoretical predictions for some countries and contradict them for others, suggesting diverse institutional reactions to the emerg…
The Economic Pay-Offs to Informal Training: Evidence from Routine Service Work
This study examines the relationship between informal training and job performance among 2,803 telephone operators in a large unionized U.S. telecommunications company. The authors analyze individual-level data on monthly training hours and job performance over a five-month period in 2001 as provided by the company's electronic monitoring system. The results indicate that the receipt of informal training was associated with higher productivity ov…
The Oxford Handbook of Work and Organization
The Oxford Handbook of Work and Organization aims to bring together, present, and discuss what is currently known about work and organizations and their connection to broader economic change in Europe and America. Issues of conceptualization are not neglected but, in contrast to other comparable volumes, the emphasis is firmly on what is known what and has been observed by researchers. The volume contains a range of theoretically informed article…
Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover
Drawing on a nonrandom sample of 557 dual‐earner white‐collar employees, this article explores the relationship between human resources practices and three outcomes of interest to firms and employees: work‐family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resources practices: work‐family policies, human resources incentives designed to induce attachment t…
The Revitalization of the CWA: Integrating Collective Bargaining, Political Action, and Organizing
This case study of the Communications Workers of America (CWA) demonstrates the value of resource dependence and contingency organizational theories-two branches of organization theory, which has most commonly been used to interpret firm behavior-for analyzing union revitalization. Consistent with predictions of those theories, the CWA responded to a changed environment by abandoning strategies that no longer achieved organizational objectives, b…
Managing Customer Services: Human Resource Practices, Quit Rates, and Sales Growth.
This study examined the relationship between human resource practices, employee quit rates, and organizational performance in the service sector. Drawing on a unique, nationally representative sample of call centers, multivariate analyses showed that quit rates were lower and sales growth was higher in establishments that emphasized high skills, employee participation in decision making and in teams, and human resource incentives such as high rel…
Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry
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…
Explaining Wage Inequality in Telecommunications Services: Customer Segmentation, Human Resource Practices, and Union Decline
This study examines factors related to within-occupation wage inequality among service and sales workers in the telecommunications industry. The author draws on a 1998 survey of a nationally representative sample of 354 service and sales centers in the industry to examine the importance of management practices and union institutions in shaping wage variation. The results strongly indicate that business strategies of customer segmentation and huma…
Work Organization, Technology, and Performance in Customer Service and Sales
The author analyzes the strengths and weaknesses of Total Quality Management and Self-Managed Teams, as compared to mass production approaches to service delivery, among customer service and sales workers in a large unionized regional Bell operating company. Participation in self-managed teams was associated with a statistically significant improvement in self-reported service quality and a 9.3% increase in sales per employee. When combined with …
White Collar Blues: Management Loyalties in an Age of Corporate Restructuring
Downsizing. Layoffs. Restructuring. These are the new realities of corporate America. Heckscher has interviewed some 250 middle managers from a wide array of firms to explain why it's happening and what it means to millions of employees as well as the companies themselves
The New American Workplace: Transforming Work Systems in the United States
The New American Workplace: Transforming Work Systems in the United States
The New American Workplace: Transforming Work Systems in the United States
Employer-Centered Training for International Competitiveness: Lessons from State Programs
There has been a surge of new interest in federal training policy. This momentum has been fueled by concerns with productivity and competitiveness, whereas past federal policy has been more focused upon distributional issues. A wide range of new proposals have been put forth, and high on the list are initiatives to work directly with firms. As making employers the clients of training programs is a relatively new idea, there is very little past fe…
Work Organization, Technology, and Performance in Customer Service and Sales
The author analyzes the strengths and weaknesses of Total Quality Management and Self-Managed Teams, as compared to mass production approaches to service delivery, among customer service and sales workers in a large unionized regional Bell operating company. Participation in self-managed teams was associated with a statistically significant improvement in self-reported service quality and a 9.3% increase in sales per employee. When combined with …
The Globalization of Service Work: Comparative Institutional Perspectives on Call Centers
This introduction to the special issue on the globalization of service work provides an overview of the call center sector and its development in coordinated, liberal market, and emerging market economies. The introduction's authors situate this research in literature on the comparative political economy and industrial relations. Drawing on qualitative research and a unique survey of 2,500 establishments in 17 countries conducted in 2003-2006, th…
Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry
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…
The Revitalization of the CWA: Integrating Collective Bargaining, Political Action, and Organizing
This case study of the Communications Workers of America (CWA) demonstrates the value of resource dependence and contingency organizational theories-two branches of organization theory, which has most commonly been used to interpret firm behavior-for analyzing union revitalization. Consistent with predictions of those theories, the CWA responded to a changed environment by abandoning strategies that no longer achieved organizational objectives, b…
Explaining Wage Inequality in Telecommunications Services: Customer Segmentation, Human Resource Practices, and Union Decline
This study examines factors related to within-occupation wage inequality among service and sales workers in the telecommunications industry. The author draws on a 1998 survey of a nationally representative sample of 354 service and sales centers in the industry to examine the importance of management practices and union institutions in shaping wage variation. The results strongly indicate that business strategies of customer segmentation and huma…
The Economic Pay-Offs to Informal Training: Evidence from Routine Service Work
This study examines the relationship between informal training and job performance among 2,803 telephone operators in a large unionized U.S. telecommunications company. The authors analyze individual-level data on monthly training hours and job performance over a five-month period in 2001 as provided by the company's electronic monitoring system. The results indicate that the receipt of informal training was associated with higher productivity ov…
How Institutions and Business Strategies Affect Wages: A Cross-National Study of Call Centers
This paper, drawing on a 2003-2006 establishment-level survey of 1,819 call centers in 15 countries, examines effects of industrial relations institutions and employer strategies on wage variation across coordinated, liberal, and emerging market economies. The authors find several contradictory patterns, which confirm theoretical predictions for some countries and contradict them for others, suggesting diverse institutional reactions to the emerg…
Employer-Centered Training for International Competitiveness: Lessons from State Programs
There has been a surge of new interest in federal training policy. This momentum has been fueled by concerns with productivity and competitiveness, whereas past federal policy has been more focused upon distributional issues. A wide range of new proposals have been put forth, and high on the list are initiatives to work directly with firms. As making employers the clients of training programs is a relatively new idea, there is very little past fe…
The New American Workplace: Transforming Work Systems in the United States
Employer-Centered Training for International Competitiveness: Lessons from State Programs
There has been a surge of new interest in federal training policy. This momentum has been fueled by concerns with productivity and competitiveness, whereas past federal policy has been more focused upon distributional issues. A wide range of new proposals have been put forth, and high on the list are initiatives to work directly with firms. As making employers the clients of training programs is a relatively new idea, there is very little past fe…
The New American Workplace: Transforming Work Systems in the United States
The New American Workplace: Transforming Work Systems in the United States
The New American Workplace: Transforming Work Systems in the United States
White Collar Blues: Management Loyalties in an Age of Corporate Restructuring
Downsizing. Layoffs. Restructuring. These are the new realities of corporate America. Heckscher has interviewed some 250 middle managers from a wide array of firms to explain why it's happening and what it means to millions of employees as well as the companies themselves
Work Organization, Technology, and Performance in Customer Service and Sales
The author analyzes the strengths and weaknesses of Total Quality Management and Self-Managed Teams, as compared to mass production approaches to service delivery, among customer service and sales workers in a large unionized regional Bell operating company. Participation in self-managed teams was associated with a statistically significant improvement in self-reported service quality and a 9.3% increase in sales per employee. When combined with …
Explaining Wage Inequality in Telecommunications Services: Customer Segmentation, Human Resource Practices, and Union Decline
This study examines factors related to within-occupation wage inequality among service and sales workers in the telecommunications industry. The author draws on a 1998 survey of a nationally representative sample of 354 service and sales centers in the industry to examine the importance of management practices and union institutions in shaping wage variation. The results strongly indicate that business strategies of customer segmentation and huma…
Managing Customer Services: Human Resource Practices, Quit Rates, and Sales Growth.
This study examined the relationship between human resource practices, employee quit rates, and organizational performance in the service sector. Drawing on a unique, nationally representative sample of call centers, multivariate analyses showed that quit rates were lower and sales growth was higher in establishments that emphasized high skills, employee participation in decision making and in teams, and human resource incentives such as high rel…
Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry
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…
Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover
Drawing on a nonrandom sample of 557 dual‐earner white‐collar employees, this article explores the relationship between human resources practices and three outcomes of interest to firms and employees: work‐family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resources practices: work‐family policies, human resources incentives designed to induce attachment t…
The Revitalization of the CWA: Integrating Collective Bargaining, Political Action, and Organizing
This case study of the Communications Workers of America (CWA) demonstrates the value of resource dependence and contingency organizational theories-two branches of organization theory, which has most commonly been used to interpret firm behavior-for analyzing union revitalization. Consistent with predictions of those theories, the CWA responded to a changed environment by abandoning strategies that no longer achieved organizational objectives, b…
The Oxford Handbook of Work and Organization
The Oxford Handbook of Work and Organization aims to bring together, present, and discuss what is currently known about work and organizations and their connection to broader economic change in Europe and America. Issues of conceptualization are not neglected but, in contrast to other comparable volumes, the emphasis is firmly on what is known what and has been observed by researchers. The volume contains a range of theoretically informed article…
The Economic Pay-Offs to Informal Training: Evidence from Routine Service Work
This study examines the relationship between informal training and job performance among 2,803 telephone operators in a large unionized U.S. telecommunications company. The authors analyze individual-level data on monthly training hours and job performance over a five-month period in 2001 as provided by the company's electronic monitoring system. The results indicate that the receipt of informal training was associated with higher productivity ov…
The Globalization of Service Work: Comparative Institutional Perspectives on Call Centers
This introduction to the special issue on the globalization of service work provides an overview of the call center sector and its development in coordinated, liberal market, and emerging market economies. The introduction's authors situate this research in literature on the comparative political economy and industrial relations. Drawing on qualitative research and a unique survey of 2,500 establishments in 17 countries conducted in 2003-2006, th…
How Institutions and Business Strategies Affect Wages: A Cross-National Study of Call Centers
This paper, drawing on a 2003-2006 establishment-level survey of 1,819 call centers in 15 countries, examines effects of industrial relations institutions and employer strategies on wage variation across coordinated, liberal, and emerging market economies. The authors find several contradictory patterns, which confirm theoretical predictions for some countries and contradict them for others, suggesting diverse institutional reactions to the emerg…
Collaborating to Inform a Progressive Labor Agenda
Research Article| December 01 2012 Collaborating to Inform a Progressive Labor Agenda Rosemary Batt Rosemary Batt Search for other works by this author on: This Site Google Labor (2012) 9 (4): 67–73. https://doi.org/10.1215/15476715-1726027 Cite Icon Cite Share Icon Share Twitter Permissions Search Site Citation Rosemary Batt; Collaborating to Inform a Progressive Labor Agenda. Labor 1 December 2012; 9 (4): 67–73. doi: https://doi.org/10.1215/154…
Letter from the ILR Review Editors
An introduction is presented in which the author discusses various issues legalization of immigration, labor law in China, and the minimum wage
The 70th Anniversary of the ILR Review
The Industrial Relations Field 100 Years Later: The “Labor Question” Is More Important Than Ever: Letter from the Editors
Path Dependency versus Social Unionism in Healthcare: Bringing Employers Back in
A central problem in contemporary employment relations is the fragmentation of work. This process is occurring in health systems as they decentralize services from hospitals to outpatient centers. While some unions have maintained inclusive employment systems, others have not. What explains this variation? The authors address this question through a matched case comparison of healthcare unions in Rochester and Buffalo, New York. The cities share …
Data Transparency and Methods in Quantitative and Qualitative Research: Letter from the Editors
Trends in Real Estate Investment Trust Ownership of US Health Care Properties
This cross-sectional study examines the prevalence and characteristics of real estate investment trust-owned health care properties in the US health care sector
Labor, Management, Government, and Labor Markets: A Festschrift in Honor of Thomas A. Kochan
In September 2022, former students and colleagues of Thomas A. Kochan organized a Festschrift, a "festival of writing," to honor his impact on Industrial Relations and related fields. The Festschrift generated more than two dozen articles and commentaries in a forthcoming book, as well as the four articles featured here in the ILR Review. These articles include "A Tale of Two Locals," focused on contrasting responses to the 2019 GM-UAW strike; "T…
Labor Movements and Unions (16 works) · Business (12 works) · Economics (11 works) · Computer Science (10 works) · Political science (10 works) · Engineering (9 works) · Management (9 works) · Employment and Welfare Studies (8 works) · Sociology (8 works) · Labour economics (7 works)