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County of Schoharie and CSEA Local 1000, AFSCME, AFL-CIO, Schoharie County Unit of Schoharie County Local 848
Full text linkByron-Bergen Central School District and Byron-Bergen Central School Administrators and Supervisors Association (2019)
Full text linkWhen it Comes to Top HR Leadership Success, It\u27s a Matter of Both Timing and Tempo: A Look at the Effects of CEO Tenure and Style on the Bottom Line
Full text link[Excerpt] For decades, human resource strategists have relied on HR theorists and researchers to generate insights to help them hone their craft. For much of this time the focus has been on defining and refining an HR strategy – a bundle of integrated HR activities – that would help firms attain their business goals. The product of these efforts, often referred to as a high commitment human resource (HCHR) system (or sometimes a high performance work system), contains the following elements: the careful selection of employees, well-developed internal labor markets, high levels of workforce autonomy and participation, significant investments in training and development, and financial (often teambased) incentives. Research has shown that the power of HCHR systems lies in their capacity to create and enhance employee-based resources (attributes and behaviors) that contribute to the attainment of competitive advantage in the marketplace and, thus, to superior financial returns. Recently, HR theorists have come to recognize that while the path from HCHR system to employee-based resources to firm performance is important, there might be ways to enhance its effects even further. One approach, they suggest, is to assure that line managers have the capabilities they need to properly deploy and utilize the carefully crafted configurations of employee-based resources that a well-designed HCHR system delivers. Studies focusing on financial and physical resources suggest that this may be the case. Thus far, though, this notion has not been tested using employee-based resources
Number of RM and RD Elections. 1960-1979
Full text linkTrends in employer-filed representation and decertification petitions
Winning NLRB Elections, 1960-1979
Full text linkPlans for conducting an NLRB certifiation elections, 1960-1979, Illustrative Election Campaign, pp. 180, 189, 195, 204. All unions
The Lipsky Effect: An analysis of Professor David Lipsky\u27s influence on his graduate students over time
Full text linkWhat Are the Critical Challenges in Increasing Diversity at the Senior Leadership Levels in Organizations?
Full text link[Excerpt] Over two decades of empirical research confirms a link between corporate diversity and financial outperformance. Results are magnified at the executive level of organizations.
While the business case for diversity seems apparent, the vast majority of companies have been slow to increase firm diversity, especially in leadership. African Americans and women remain especially underrepresented in contemporary leadership across industries. The enduring disparity is colloquially referred to as a “broken rung” on the corporate ladder
Engaging Men on Gender and Domestic Violence Prevention: Analysis of the 12 Men Model at Vera House, Inc.
Full text linkThe 12 Men Model is a domestic and sexual violence prevention program created by Vera House. The program organizes small group discussions among men that focus on rethinking gender norms and preventing domestic violence and sexual assault. The Worker Institute undertook a survey of the model to collect information from participants and evaluate the program. The survey was electronically distributed to all individuals who had participated in the 12 Men Model and received a 16.11% response rate. The sample showed a broad and fairly varied distribution of demographic characteristics of participants.
Men in the program revealed that they had absorbed patriarchal messages about gender expectations while growing up. However, participants demonstrated a new understanding of gender norms through participation in the program. They pushed back against societal expectations and connected restrictive gender roles and behaviors to issues of domestic and sexual violence. Participants reassessed their definition of violence and abuse, understanding the issues from the perspective of survivors, and attained a better knowledge of the tactics and attitudes of abusers. Most importantly, they learned and enhanced their skills in domestic violence prevention. A vast majority of participants in the program demonstrated they could better engage other men on the issue of domestic violence, provoke conversation, and unpack unconscious bias.
Participants in the 12 Men Model utilized what they learned. Eighty-nine percent of participants reported implementing these strategies in their own life. A large majority personally used domestic and sexual violence prevention techniques in their own relationships or community, and many intervened in a non-aggressive way against demeaning language or potential domestic violence situations. Respondents felt that when they employed strategies, these techniques were impactful. Most encouragingly, after their participation, participants engaged other men on issues of domestic violence, with the majority engaging more than six others. Men who participate in the model also recommend the program to others and can identify men who would be willing to participate, and so the 12 Men Model demonstrates large potential for growth.
The program can transform its participants’ attitudes about gender and masculinity and engenders the ability and willingness to speak out about oppression and dangerous attitudes. Men feel they have a responsibility to act against domestic and sexual violence and engage other men in the necessary work of preventing demeaning behavior and abuse. In this way, the model shows strong indications that it could lead to reductions of violence in communities
Census 2020: Making Western New York Count
Full text linkAlthough climate change requires an international response and will require national policies and actions, local geographies have to be involved because it that is where the harms are felt. But how can local and regional areas respond to the climate crisis? This article offers a story of the emergence of a climate justice movement in Buffalo and Western New York as an example of how one community is addressing climate change and its unequal impacts
The Evolution of the US Family Income-Schooling Relationship and Educational Selectivity
Full text linkWe estimate a dynamic model of schooling on two cohorts of the NLSY and find that, contrary to conventional wisdom, the effects of family income on education have practically vanished between the early 1980’s and the early 2000’s. After conditioning on a cognitive ability measure (AFQT), family background variables and unobserved heterogeneity (allowed to be correlated with observed characteristics), income effects have lost between 30% and 80% of their importance on age-specific grade progression probabilities. A 330,000 income differential had the same impact. The effects of AFQT scores also decreased substantially but did not vanish. Over the same period, the relative importance of unobserved heterogeneity has expanded so much that it has become by far the most important determinant of education