Brian Bemmels
Biographic Data
| ID | 975685 |
|---|---|
| NAME | Brian Bemmels |
| GIVEN NAMES | Brian |
| FAMILY NAME | Bemmels |
| SIGNATURE | BEMMELS B |
| AFFILIATIONS | University of British Columbia |
| VERIFIED | No |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 48 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2010 |
| H-INDEX | 5 |
The importance of policy in perceptions of organizational justice
Organizations create policies in an effort to reduce injustice, as well as address the needs and interests of organizational members. We argue that individuals can make fairness judgments related to organizational policies, which are independent from other dimensions of fairness (i.e. distributive, procedural, interpersonal, and informational justice). Results of a field study with 164 union members found that (a) individuals make judgments about…
Superior and Subordinate Gender and the Acceptance of Superiors as Role Models
This study investigates the criteria for acceptance of an employee's superior as a role model, with special attention placed on the effect of superior/subordinate gender. The data for the study were collected from 1579 senior managers from three large Canadian public and quasi-public organizations. While significant gender differences were found, they were relatively unimportant determinants of role model acceptance. By far the most important det…
The Determinants of Grievance Initiation
The author estimates a behavioral model of grievance initiation with 1990 survey data on 1,205 work groups in Canada. The behaviors of supervisors, employees, and shop stewards-such as the degree to which supervisors emphasized productivity rather than friendly relations with employees-were significantly related to grievance rates, but the determinants of grievance rates varied across grievance issues. The results suggest, for example, that the g…
An Alternative to Bemmels's Method of Investigating Biases in Arbitration: Reply
Reply to Steven B. Caudill and Sharon L. Oswald, An alternative to Bemmels's method of investigating biases in arbitration, in this issue
Arbitration of Discharge Grievances in Ontario: Outcomes and Reinstatement Experiences
Attribution Theory and Discipline Arbitration
This study focuses on 230 male arbitrators' decisions in a hypothetical discharge grievance case. An analysis of the responses supports the central proposition of attribution theory that a decision-maker's response to an individual's action largely depends on the decision-maker's attributions of causality or responsibility for the action. The analysis also shows that, all else equal, the arbitrators tended to specify a more lenient penalty when t…
The Roles of Supervisors, Employees, and Stewards in Grievance Initiation
The authors develop a model of grievance initiation that incorporates the grievance-related behaviors of supervisors, employees, and shop stewards, such as the frequency of employee complaints to stewards and the frequency of steward attempts to resolve potential grievances informally. The model is estimated with 1989 survey data on 231 work groups. The grievance-related behavior patterns of the actors are found to be better predictors of grievan…
The Effect of Grievants' Gender on Arbitrators' Decisions
This study investigates the effect of the gender of grievants on the decisions of arbitrators in 104 discharge cases. The results indicate that, other things equal, women were twice as likely as men to have their grievance sustained; in cases where the grievance was sustained, women were 2.7 times more likely than men to receive a full reinstatement rather than a partial reinstatement; and in cases where suspension was imposed in place of dischar…
Gender Effects in Discharge Arbitration
This study investigates the effect of the gender of grievants and the gender of arbitrators on the decisions in 1,812 discharge cases in the United States from 1976 through 1986. The results indicate that, other things equal, in cases decided by male arbitrators women were 86 percent more likely to have their grievances sustained than were men. Women were also 32 percent more likely than men to receive a full reinstatement rather than a partial r…
How Unions Affect Productivity in Manufacturing Plants
This study investigates several hypotheses as to how unions may affect productivity. Analysis of data from 46 manufacturing plants for 1982 indicates a negative union impact on productivity. The author finds evidence suggesting that unions reduce the effectiveness of some managerial practices undertaken to increase productivity, and that a poor labor-management relations climate also reduces productivity. These two factors account for almost 50 p…
The Effect of Grievants' Gender on Arbitrators' Decisions
This study investigates the effect of the gender of grievants on the decisions of arbitrators in 104 discharge cases. The results indicate that, other things equal, women were twice as likely as men to have their grievance sustained; in cases where the grievance was sustained, women were 2.7 times more likely than men to receive a full reinstatement rather than a partial reinstatement; and in cases where suspension was imposed in place of dischar…
How Unions Affect Productivity in Manufacturing Plants
This study investigates several hypotheses as to how unions may affect productivity. Analysis of data from 46 manufacturing plants for 1982 indicates a negative union impact on productivity. The author finds evidence suggesting that unions reduce the effectiveness of some managerial practices undertaken to increase productivity, and that a poor labor-management relations climate also reduces productivity. These two factors account for almost 50 p…
Superior and Subordinate Gender and the Acceptance of Superiors as Role Models
This study investigates the criteria for acceptance of an employee's superior as a role model, with special attention placed on the effect of superior/subordinate gender. The data for the study were collected from 1579 senior managers from three large Canadian public and quasi-public organizations. While significant gender differences were found, they were relatively unimportant determinants of role model acceptance. By far the most important det…
The importance of policy in perceptions of organizational justice
Organizations create policies in an effort to reduce injustice, as well as address the needs and interests of organizational members. We argue that individuals can make fairness judgments related to organizational policies, which are independent from other dimensions of fairness (i.e. distributive, procedural, interpersonal, and informational justice). Results of a field study with 164 union members found that (a) individuals make judgments about…
Gender Effects in Discharge Arbitration
This study investigates the effect of the gender of grievants and the gender of arbitrators on the decisions in 1,812 discharge cases in the United States from 1976 through 1986. The results indicate that, other things equal, in cases decided by male arbitrators women were 86 percent more likely to have their grievances sustained than were men. Women were also 32 percent more likely than men to receive a full reinstatement rather than a partial r…
The Roles of Supervisors, Employees, and Stewards in Grievance Initiation
The authors develop a model of grievance initiation that incorporates the grievance-related behaviors of supervisors, employees, and shop stewards, such as the frequency of employee complaints to stewards and the frequency of steward attempts to resolve potential grievances informally. The model is estimated with 1989 survey data on 231 work groups. The grievance-related behavior patterns of the actors are found to be better predictors of grievan…
The Determinants of Grievance Initiation
The author estimates a behavioral model of grievance initiation with 1990 survey data on 1,205 work groups in Canada. The behaviors of supervisors, employees, and shop stewards-such as the degree to which supervisors emphasized productivity rather than friendly relations with employees-were significantly related to grievance rates, but the determinants of grievance rates varied across grievance issues. The results suggest, for example, that the g…
Attribution Theory and Discipline Arbitration
This study focuses on 230 male arbitrators' decisions in a hypothetical discharge grievance case. An analysis of the responses supports the central proposition of attribution theory that a decision-maker's response to an individual's action largely depends on the decision-maker's attributions of causality or responsibility for the action. The analysis also shows that, all else equal, the arbitrators tended to specify a more lenient penalty when t…
How Unions Affect Productivity in Manufacturing Plants
This study investigates several hypotheses as to how unions may affect productivity. Analysis of data from 46 manufacturing plants for 1982 indicates a negative union impact on productivity. The author finds evidence suggesting that unions reduce the effectiveness of some managerial practices undertaken to increase productivity, and that a poor labor-management relations climate also reduces productivity. These two factors account for almost 50 p…
The Effect of Grievants' Gender on Arbitrators' Decisions
This study investigates the effect of the gender of grievants on the decisions of arbitrators in 104 discharge cases. The results indicate that, other things equal, women were twice as likely as men to have their grievance sustained; in cases where the grievance was sustained, women were 2.7 times more likely than men to receive a full reinstatement rather than a partial reinstatement; and in cases where suspension was imposed in place of dischar…
Gender Effects in Discharge Arbitration
This study investigates the effect of the gender of grievants and the gender of arbitrators on the decisions in 1,812 discharge cases in the United States from 1976 through 1986. The results indicate that, other things equal, in cases decided by male arbitrators women were 86 percent more likely to have their grievances sustained than were men. Women were also 32 percent more likely than men to receive a full reinstatement rather than a partial r…
Attribution Theory and Discipline Arbitration
This study focuses on 230 male arbitrators' decisions in a hypothetical discharge grievance case. An analysis of the responses supports the central proposition of attribution theory that a decision-maker's response to an individual's action largely depends on the decision-maker's attributions of causality or responsibility for the action. The analysis also shows that, all else equal, the arbitrators tended to specify a more lenient penalty when t…
The Roles of Supervisors, Employees, and Stewards in Grievance Initiation
The authors develop a model of grievance initiation that incorporates the grievance-related behaviors of supervisors, employees, and shop stewards, such as the frequency of employee complaints to stewards and the frequency of steward attempts to resolve potential grievances informally. The model is estimated with 1989 survey data on 231 work groups. The grievance-related behavior patterns of the actors are found to be better predictors of grievan…
An Alternative to Bemmels's Method of Investigating Biases in Arbitration: Reply
Reply to Steven B. Caudill and Sharon L. Oswald, An alternative to Bemmels's method of investigating biases in arbitration, in this issue
Arbitration of Discharge Grievances in Ontario: Outcomes and Reinstatement Experiences
The Determinants of Grievance Initiation
The author estimates a behavioral model of grievance initiation with 1990 survey data on 1,205 work groups in Canada. The behaviors of supervisors, employees, and shop stewards-such as the degree to which supervisors emphasized productivity rather than friendly relations with employees-were significantly related to grievance rates, but the determinants of grievance rates varied across grievance issues. The results suggest, for example, that the g…
Superior and Subordinate Gender and the Acceptance of Superiors as Role Models
This study investigates the criteria for acceptance of an employee's superior as a role model, with special attention placed on the effect of superior/subordinate gender. The data for the study were collected from 1579 senior managers from three large Canadian public and quasi-public organizations. While significant gender differences were found, they were relatively unimportant determinants of role model acceptance. By far the most important det…
The importance of policy in perceptions of organizational justice
Organizations create policies in an effort to reduce injustice, as well as address the needs and interests of organizational members. We argue that individuals can make fairness judgments related to organizational policies, which are independent from other dimensions of fairness (i.e. distributive, procedural, interpersonal, and informational justice). Results of a field study with 164 union members found that (a) individuals make judgments about…
Psychology (9 works) · Law (8 works) · Political science (8 works) · Business (5 works) · Economics (5 works) · Social Psychology (5 works) · Arbitration (4 works) · Grievance (4 works) · Labor Movements and Unions (4 works) · Job Satisfaction and Organizational Behavior (3 works)