ILR Review: CALL FOR PAPERS

ILR Review: CALL FOR PAPERS

A Conference and Special Issue Honoring David B. Lipsky

Conflict and Its Resolution in the Changing World of Work

The ILR Review (http://ilr.sagepub.com) invites submissions for a conference and subsequent special issue devoted to the role that conflict and conflict resolution play in the changing world of work. Ariel Avgar (University of Illinois; avgar@illinois.edu), Alexander Colvin (Cornell University; ajc22@cornell.edu), and Harry Katz (Cornell University; hck2@cornell.edu) will serve as coordinators of this special issue. Scholars interested in participating should submit a complete draft of their paper by April 15, 2017. Authors will be notified by July 1, 2017, if their paper has been accepted for presentation at the conference. Prospective contributors are urged to consult any of the coordinators regarding preliminary proposals or ideas for papers.

Authors whose papers are accepted will be invited to a conference sponsored by the ILR School at Cornell University honoring David B. Lipsky and recognizing his many contributions to the field of conflict resolution. The conference will be held in Ithaca, New York, in November 2017. Conference expenses will be subsidized by Cornell University. Papers presented at the conference should be suitable for immediate submission to external reviewers. A subset of authors will be asked to submit their papers to the ILR Review with the expectation that their papers will be published in a special issue if they pass the external review process. Papers that are deemed of good quality but not selected for the special issue may be considered for publication in a regular issue of the journal.

Conflict and its resolution play a pivotal role in the workplace and organizations and help to explain a range of important outcomes at different levels of analysis. While conflict is an inherent part of the workplace and organizational life, the past 40 years have seen a dramatic and consequential transformation in the way it is resolved and managed. In the workplace arena, individual employment rights disputes have supplanted collective bargaining as the most widespread mode of conflict resolution, with declining unionization and strike rates and rising litigation numbers. At the same time, a growing proportion of organizations have turned to alternative methods for dealing with conflict, such as mediation and arbitration that, among other things, are designed to bypass approaches that rely primarily on traditional litigation or managerial authority. New organizational structures and work practices have changed the very nature of conflict and require new and innovative conflict management approaches.

This changing landscape has given rise to important questions about the antecedents and consequences associated with new forms of conflict and the wide array of methods used to manage and resolve it. While scholars in a variety of disciplines have begun to address these questions, there is much more we need to know. Research on alternative conflict resolution methods, for example, has focused more on explaining how and why such methods have emerged and much less on how they affect employees, organizations, and society more generally. In addition, existing studies have primarily focused on conflict resolution in the context of traditional employment arrangements, with far less attention paid to new forms of work and employment models. Existing research has also focused heavily on conflict resolution in the United States, with less attention given to international and comparative perspectives.

The study of conflict and its resolution has been fragmented, with little integration of theoretical and empirical insights across disciplines. Research examining conflict and its resolution at the individual or group levels, for example, does not incorporate relevant findings from organizational and societal level studies, and vice versa. Our theories need to integrate an understanding of how factors at multiple levels of analysis affect conflict, alternative approaches to conflict resolution, and related outcomes.

For this conference and special issue, we are particularly interested in papers that address underexplored areas of research and that incorporate diverse disciplinary perspectives. We welcome papers that are empirical or conceptual; that include international perspectives; and that make use of a range of methodologies, including surveys, experiments, case studies, archival studies, or legal research.

Potential topic areas include, but are not limited to:

  • New and emerging conflict resolution techniques in union and nonunion settings
  • Conflict and conflict resolution practices in different national settings and their implications for theory in this area
  • The relationship between alternative work arrangements and workplace conflict and conflict management
  • The influence of new employment models on conflict and conflict resolution
  • The adoption of conflict resolution practices in small and entrepreneurial firms
  • The link between conflict resolution methods and the level and nature of conflict in organizations
  • The impact of conflict resolution practices on employee, group, organizational, and societal outcomes
  • The implications of internal conflict resolution practices for employee access to justice
  • The relationship between legal, economic, and competitive pressures and workplace conflict and its resolution
  • Explaining individual usage patterns of various conflict resolution practices
  • Advances in the field of negotiation

To submit a paper for consideration, please go to http://ilr.sagepub.com and click on “Submit a Manuscript.” After you have logged into the manuscript submission website, be sure to fill in the “Special Issue” option.

New Issue of ILR Review. March 2016 Table of Contents

ILR Review

March 2016; Vol. 69, No. 2

Articles

Are the Effects of Minimum Wage Increases Always Small? A Reanalysis of Sabia, Burkhauser, and Hansen

Saul D. Hoffman

In a 2012 article, Sabia, Burkhauser, and Hansen reported very large negative effects of the 2004 to 2006 increase in the New York State minimum wage on the employment of young, less-educated workers. Hoffman reexamines their estimates using data from the full Current Population Survey (CPS), rather than the smaller CPS-MORG files they used, and finds no evidence of a negative employment impact. The full CPS, which is the source of U.S. official labor market statistics, is certainly the more appropriate and reliable data source. Furthermore, when Hoffman repeats the analysis using three states and the District of Columbia, which also had a substantial increase in the state minimum wage in the same time period, he finds evidence of a small positive employment effect. Together, the two findings are consistent with other, more recent research that reports very weak or zero employment effects of the minimum wage.

 

When Good Measurement Goes Wrong: New Evidence That New York State’s Minimum Wage Reduced Employment

Joseph J. Sabia, Richard V. Burkhauser, and Benjamin Hansen

Hoffman’s (2015) replication of Sabia, Burkhauser, and Hansen (SBH 2012) suggests that “unlucky” measurement error in low-skilled employment in the Current Population Survey Outgoing Rotation Groups (CPS-ORG) led SBH to produce upwardly biased estimates of the labor demand effects of the 2005 to 2006 New York State minimum wage increase. This study replicates Hoffman’s preferred policy estimates from the full CPS and finds evidence that the parallel trends assumption underlying his difference-in-difference approach is violated. When a synthetic control state with pretreatment employment trends similar to those in New York is constructed, this study estimates a relatively large negative employment elasticity with respect to the minimum wage for low-skilled individuals (–0.5), similar to the estimate SBH obtained using the CPS-ORG (–0.6).

 

Within- and Cross-Firm Mobility and Earnings Growth

Anders Frederiksen, Timothy Halliday, and Alexander K. Koch

A widely accepted premise is that promotions within firms and mobility across firms lead to significant earnings progression. Existing research generally has examined cross-firm mobility separately from hierarchical advancement. Yet, as the authors’ descriptive evidence from Danish panel data shows, how the two types of mobility interact is important for understanding earnings growth. Cross-firm moves at the nonexecutive level provide sizable short-run earnings growth (similar to the effect of being promoted to an executive position). These gains, however, appear modest compared with the persistent impact on earnings growth of promotions (either within or across firms) and subsequent mobility at a higher hierarchy level.

 

From Pyramids to Diamonds: Legal Process Offshoring, Employment Systems, and Labor Markets for Lawyers in the United States and India

Sarosh Kuruvilla and Ernesto Noronha

In this article, the authors argue that offshoring of legal work from the United States has contributed to the fracturing of the long-established internal labor market arrangements in large U.S. law firms. Drawing on evidence from the United States and India on legal employment, the growth of offshoring, and the rapidly changing nature of work that is offshored, the authors contend that the changes in employment systems in law firms are likely to be permanent, in contrast to other researchers who suggest they are temporary adjustments to the financial crisis. As U.S. law firms are dismantling their internal labor market systems, Indian law firms are partially recreating them.

 

Firm/Employee Matching: An Industry Study of U.S. Lawyers

Paul Oyer and Scott Schaefer

The authors study the sources of match-specific value at large U.S. law firms by analyzing how graduates of law schools group into law firms. They measure the degree to which lawyers from certain schools concentrate within certain firms and then analyze how this agglomeration can be explained by “natural advantage’’ factors (such as geographic proximity) and by productive complementarities across graduates of a given school. Large law firms tend to hire from a select group of law schools, and individual offices within these firms are substantially more concentrated in terms of hires from particular schools. The degree of concentration is highly variable, as there is substantial variation in firms’ hiring strategies. Two main drivers of variation in law school concentration occur within law offices. First, geography drives a large amount of concentration, as most firms hire largely from local schools. Second, school-based networks (and possibly productive complementarities) appear to be important because partners’ law schools drive associates’ law school composition even when controlling for firm, school, and firm/school match characteristics and when instrumenting for partners’ law schools.

 

Did Employers in the United States Back Away from Skills Training during the Early 2000s?

C. Jeffrey Waddoups

A number of recent studies suggest that employer-paid training is on the decline in the United States. The present study provides empirical evidence on the issue by analyzing data on employer-paid training from the Survey of Income and Program Participation, a nationally representative data set. The findings reveal a 28% decline in the incidence of training between 2001 and 2009. Very few industries were immune from the decline, and the pattern was evident across occupation, education, age, job-tenure, and demographic groups. A decomposition of the difference in training incidence reveals a diminishing large-firm training effect. In addition, the workforce appears to have had the educational credentials by 2009 that, had they occurred in 2001, would have led to substantially more training.

 

Intra-firm Wage compression and Coverage of Training Costs: Evidence from Linked Employer-Employee Data

Christian Pfeifer

The author uses German linked employer-employee data to estimate the impact of intra-firm wage dispersion on the probability that establishments pay for further training. About half of all establishments in the estimation sample cover all direct and indirect training costs, which contradicts the standard human capital approach with perfect labor markets. The main finding of cross-section, panel, and instrumental variable probit estimations is that establishments with larger intra-firm wage compression are more likely to cover all direct and indirect training costs, which is consistent with theoretical considerations of the “new training literature” about imperfect labor markets.

 

Social Protection and Labor Market Outcomes of Youth in South Africa

Cally Ardington, Till Bärnighausen, Anne Case, and Alicia Menendez

An Apartheid-driven spatial mismatch between workers and jobs leads to high job search costs for people living in rural areas of South Africa—costs that many young people cannot pay. In this article, the authors examine whether the arrival of a social grant—specifically a generous state-funded old-age pension given to men and women above prime age—enhances the ability of young men in rural areas to seek better work opportunities elsewhere. Based on eight waves of socioeconomic data on household living arrangements and household members’ characteristics and employment status, collected between 2001 and 2011 at a demographic surveillance site in KwaZulu-Natal, the authors find that young men are significantly more likely to become labor migrants when someone in their household becomes age-eligible for the old-age pension. But this effect applies only to those who have completed high school (matric), who are on average 8 percentage points more likely to migrate for work when their households become pension eligible, compared with other potential labor migrants. The authors also find that, upon pension loss, it is the youngest migrants who are the most likely to return to their sending households, perhaps because they are the least likely to be self-sufficient at the time the pension is lost. The evidence is consistent with binding credit constraints limiting young men from poorer households from seeking more lucrative work elsewhere.

 

Private and Public Placement Services for Hard-to-Place Unemployed: Results from a Randomized Field Experiment

Gerhard Krug and Gesine Stephan

The authors analyze a randomized field experiment in two German labor market agencies that provide public and private provision of intensive job placement services. The findings, based on analysis of administrative agency data over 18 months in 2009–2010, show that assignment to public employment services reduced accumulated days in unemployment by one to two months, compared to an assignment to a private provider. The effects, however, were short-lived. Moreover, two-thirds of the effect is attributable to labor force withdrawals. Finally, several important differences in the modes of service provision are only partially attributable to inherent aspects of in-house production and contracting out.

 

Book Reviews

Book Review: Editorial Essay: How Workplace Ethnographies Can Inform the Study of Work and Employment Relations

Michel Anteby and Beth A. Bechky

 

Book Review: Seeing like a Rover: How Robots, Teams, and Images Craft Knowledge of Mars

Stephen R. Barley

 

Book Review: Unknotting the Heart: Unemployment and Therapeutic Governance in China

Ofer Sharone

 

Book Review: All I Want Is a Job! Unemployed Women Navigating the Public Workforce System

Mark Zbaracki

 

Book Review: In the Meantime: Temporality and Cultural Politics

Melissa Mazmanian

 

Book Review: Pedigree: How Elite Students Get Elite Jobs

Curtis K. Chan

ASA Session on “Organizations as Legal Persons

Happy New Year, All

With the ASA 2016 submission deadline just around the corner (specifically, 3:00pm EST on Wednesday, 1/6), we have so far received relatively few submissions to the joint OOW/Soc of Law session on “Organizations as Legal Persons.”  So we’re writing to remind you of the Call for Papers (appended below), and to encourage you to send in your work, if you have anything either written or in progress.  We welcome not only research manuscripts, but also research designs, talking points, theoretical reflections, and other expressions of interest.

Despite the prominence of such Supreme Court cases as “Citizens United” and “Hobby Lobby”, the changing socio-legal understanding of corporate personhood is a topic that has only recently forced itself into the public eye.  We hope that the upcoming ASA session will jump-start a serious sociological conversation on the subject, but we recognize that many researchers with relevant things to say may not yet have fully metabolized those things into their research pipeline.

So we see this ASA session as a forward-looking endeavor, and we are perfectly willing to entertain early drafts, thinkpieces, and agenda-setters, as well as more fully-formed empirical research papers.  If you have something that you’ve been mulling over, reading up on, or outlining, please don’t hesitate to send it in!  In the end, the session will be as open-ended or as formal as the submissions warrant; but we can’t know what you’re working on unless you share it with us.

Thank you for your submissions — whether already arrived or still on the way, and whether to this topical joint session or to the OOW open-submission sessions.  We look forward to reading your work — and to seeing you in Seattle next summer!

With best wishes,
The OOW 2016 Program Committee

=============================================

Organizations as Legal Persons
(co-sponsored by the Section on Sociology of Law and the Section on Organizations, Occupations and Work).

Recent legal decisions (such as Citizen’s United and Hobby Lobby), coupled with recent public debates about corporate and personal responsibility (such as the anti-sweatshop movement and the wave of “complicity” objections to providing services for same-sex marriages), suggest a profound rethinking of the legal and cultural relationship between organization as “legal persons” and the “natural persons” who own, run, work for, buy from, and live near them. We invite papers that explore these and related developments, situating corporate personhood in historical, political, cultural, theoretical and/or empirical context. What forces are driving the current reexamination of corporate personhood? How do recent developments relate to larger societal trends and historical legacies? What impacts are these developments likely to have, and what research agendas might they suggest?

Session Organizer: Mark C. Suchman, Brown University

Assistant Professor Position in Environment at University of Tennessee-Knoxville

The Department of Sociology at the University of Tennessee-Knoxville invites applications for one tenure-track position at the Assistant Professor level in the area of the environment, beginning August 1, 2016. Preference will be given to candidates with experience in applied social science research on socio-environmental factors impacting communities in the United States. Teaching interests and collaboration with others in promoting community resilience; renewable energy, alternative agriculture and food systems, green economic development and technology, and other projects related to the human dimensions of ecosystem management and environmental policy would also be welcomed.

Our environmental faculty collaborates on educational and research projects with variety of departments and groups within the university (e.g., Offices of Sustainability, the Institute for a Secure and Sustainable Environment, the Sustainable Studies Working Group, the Water Resource Research Center, the Center for the Study of Social Justice, the Human Dimensions Research Lab, the College of Agriculture and Natural Resources, Forestry, Wildlife and Fisheries, Environmental and Global Studies and Geography). The Department helped to establish environmental sociology within the discipline and we are looking for a scholar who will add to its reputation as a leader in this field. We are particularly interested in candidates who can contribute to our strength in social justice and whose research resonates with our other programs in political economy, globalization and criminology. The Department has a strong international reputation for excellence, has a vibrant intellectual culture, and is undergoing a period of expansion. Applicants must demonstrate promise of distinguished scholarship and excellent teaching, as well as experience or strong commitment in seeking external funding. Situated near the Smoky Mountains, our department offers a supportive and collegial atmosphere in which scholars make a variety of important contributions to the world. The Ph.D. in Sociology or a related discipline is required at the time of appointment. The Knoxville campus of the University of Tennessee is seeking candidates who have the ability to contribute in meaningful ways to the diversity and intercultural goals of the University. Review of applications will begin October 12, 2015 and continue until the position is filled. Please send a letter of application, CV, three letters of reference, two samples of writing, and a teaching statement to the Chair of the Search Committee, Dr. Robert Emmet Jones (via email to: nloftis@utk.edu). For more information on the department, please see our website. (http://sociology.utk.edu).

All qualified applicants will receive equal consideration for employment and admissions without regard to race, color, national origin, religion, sex, pregnancy, marital status, sexual orientation, gender identity, age, physical or mental disability, or covered veteran status. Eligibility and other terms and conditions of employment benefits at The University of Tennessee are governed by laws and regulations of the State of Tennessee, and this non-discrimination statement is intended to be consistent with those laws and regulations. In accordance with the requirements of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and the Americans with Disabilities Act of 1990, The University of Tennessee affirmatively states that it does not discriminate on the basis of race, sex, or disability in its education programs and activities, and this policy extends to employment by the University. Inquiries and charges of violation of Title VI (race, color, and national origin), Title IX (sex), Section 504 (disability), ADA (disability), Age Discrimination in Employment Act (age), sexual orientation, or veteran status should be directed to the Office of Equity and Diversity (OED), 1840 Melrose Avenue, Knoxville, TN 37996-3560, telephone (865) 974-2498. Requests for accommodation of a disability should be directed to the ADA Coordinator at the Office of Equity and Diversity.

Assistant/Associate Professor Position in Social Stratification at Ohio State

Department: Sociology 

Position: Social Stratification 

Rank: Assistant Professor to Associate Professor 

Description: 

The Department of Sociology in the College of Arts and Sciences at The Ohio State University invites applications for an anticipated tenure track position in the field of social stratification, at the assistant professor to associate professor levels, to commence autumn semester 2016. We seek candidates who are well-grounded on topics of social inequality and stratification and have an established and active research record in these regards. It is expected that this person will also help us build links to interdisciplinary research centers and programs at the university. We seek candidates who will maintain vigorous research programs, actively seek external funding, contribute to both graduate and undergraduate teaching, and provide service to the department and the profession. This position is partially funded by Ohio State’s Discovery Themes Initiative “Translational Data Analytics” https://discovery.osu.edu/focus-areas/data-analytics/ which is assembling a critical mass of scholars who apply data analytics to scientific problems across all disciplines. Therefore, candidates who employ quantitative models and methods and who have experience working with large and/or complex data will receive preference in our deliberations. 

 

Qualifications: 

Applicants are expected to have a Ph.D. in Sociology or a related field, by the start of employment, and to present evidence of excellence in teaching and research. Appointment is contingent on the university’s verification of credentials and other information required by law and/or university policies, including but not limited to a criminal background check. 

 

About Columbus: 

The Ohio State University campus is located in Columbus, the capital city of Ohio. Columbus is the center of a rapidly growing and diverse metropolitan area with a population of over 1.5 million. The area offers a wide range of affordable housing, many cultural and recreational opportunities, excellent schools, and a strong economy based on government as well as service, transportation and technology industries (see http://liveworkplaycolumbus.com/). Columbus has consistently been rated as one of the Top U.S. cities for quality of life, and was selected as one of the Top 10 cities for African Americans to live, work, and play by Black Enterprise magazine. Additional information about the Columbus area is available at http://www.columbus.org

 

Application Instructions: 

Applications will be accepted until the position is filled, but those received by October 2, 2015 will receive priority consideration. Complete applications include a signed cover letter, curriculum vitae, selected written work, and three signed letters of recommendation (on official letterhead). Please apply online through Academic Jobs Online at: http://academicjobsonline.org/6150. Inquiries may be directed to stratification@sociology.osu.edu

The Ohio State University is committed to establishing a culturally and intellectually diverse environment, encouraging all members of our learning community to reach their full potential. We are responsive to dual-career families and strongly promote work-life balance to support our community members through a suite of institutionalized policies. We are an NSF Advance Institution and a member of the Ohio/Western Pennsylvania/West Virginia Higher Education Recruitment Consortium (HERC). 

The Ohio State University is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation or identity, national origin, disability status, or protected veteran status.

Work, employment and society is currently inviting applications to join its Associate Board.

WES is seeking new Associate Board members this year. Successful candidates will become members of the Board from January 2016, for a period of three years. The WES Associate Board is made up of 30 scholars, both junior and senior academics, who commit themselves to reviewing 4-6 papers a year for the journal. The Associate Board is a ‘virtual entity’ and, after an initial training session, there will be no face-to-face meetings of the Board.

The Associate Board is open to both junior and senior academics with a PhD, or equivalent, in any area covered by the journal or in a relevant subject. International and UK applications will be considered. You do not need to be a member of the BSA to apply for a position on the Associate Board; however successful candidates are expected to join the Association for the duration of their term.

The Associate Board requires members with a broad range of expertise, although preference will be given to those whose expertise is in demand by the journal. Candidates with knowledge of the following areas are particularly needed:

  • Quantitative Methods
  • Political Economy
  • Comparative Employment Relations
  • Theory (especially Social Theory)
  • Sociology of Health
  • Body Work/Sex Work
  • Sociology of the Professions
  • Self-employment

To read the full Call for Applications or download the application form please see visit the BSA website: www.britsoc.co.uk/publications/publications-vacancies.aspx

Call for Applications: Early Career Work and Family Fellowships

The Work and Family Researchers Network (WFRN) is seeking applicants for 2016 Early Career Work and Family Fellowships. The goal of the program is to help promising young scholars establish career successes, as well as connect them to the WFRN community. Fifteen scholars will be selected for the program.  Fellows receive a one year membership in the WFRN, conference registration, and $500 to help defer expenses to attend the 2016 WFRN Conference (to be held June 23-25 in Washington DC). At the conference, special events will be targeted to serve interests of fellows, including networking opportunities with senior scholars and teaching/research workshops. In addition, fellows will be connected with one another in periodic encounters beyond the conference, intended to facilitate collaboration and peer-mentorship. To be eligible, candidates must have received their doctorate in 2013 or later and have yet to progress into tenured or secure senior level positions.  Eligibility is not restricted on the basis of national location. Information about the program and application materials can be found at https://workfamily.sas.upenn.edu/content/early-career-fellowship-program. The deadline for receipt of applications is September 15, 2015. Questions about the program can be addressed to the program director, Stephen Sweet at SSWEET@ITHACA.EDU.