Show simple item record

dc.contributor.authorKaufman, Bruce
dc.date.accessioned2018-09-05T22:06:04Z
dc.date.available2018-09-05T22:06:04Z
dc.date.issued2016
dc.identifier.issn0019-8676en_US
dc.identifier.doi10.1111/irel.12124en_US
dc.identifier.urihttp://hdl.handle.net/10072/101970
dc.description.abstractThis paper reexamines American experience with company unions (also known as nonunion employee representation plans) before they were banned by the Wagner Act (1935). For the half‐century following the passage of the act, labor historians and industrial relations scholars painted a bleak portrait of company unions as anti‐union sham organizations. Since the 1980s, additional research has documented a more positive side; similarly, concern has grown that the Wagner Act's ban is stifling legitimate employee participation programs. This paper brings new theoretical and empirical evidence to both historical and legal parts of this debate, including examination of company unions through individualist, unitarist, pluralist, and radical frames; demonstration that the pluralists’ view of company unions was more diverse and positive than conventionally portrayed; presentation of new historical evidence and testimony on the company union experience; and a substantially revisionist assessment of the merits of the Wagner Act's ban. In particular, the conclusion is that, given any reasonable weighting of the four frames, the company union ban is overly restrictive and should be modified so companies can implement the positive side of nonunion employee committees but not the negative. The paper ends by noting that the unbalanced and narrowly critical treatment of company unions in the mainline industrial relations tradition is a case study of the field's perhaps fatal post–World War II core intellectual‐normative contradiction—professed inclusiveness of all frames of employment relations but, in practice, attention to and preference for a narrow union‐centric version of one frame.en_US
dc.description.peerreviewedYesen_US
dc.languageEnglishen_US
dc.publisherWiley-Blackwellen_US
dc.relation.ispartofpagefrom3en_US
dc.relation.ispartofpageto39en_US
dc.relation.ispartofissue1en_US
dc.relation.ispartofjournalIndustrial Relationsen_US
dc.relation.ispartofvolume55en_US
dc.subject.fieldofresearchIndustrial Relationsen_US
dc.subject.fieldofresearchcode150306en_US
dc.titleExperience with Company Unions and their Treatment under the Wagner Act: A Four Frames of Reference Analysisen_US
dc.typeJournal articleen_US
dc.type.descriptionC1 - Peer Reviewed (HERDC)en_US
dc.type.codeC - Journal Articlesen_US
gro.facultyGriffith Business School, Dept of Employment Relations and Human Resourcesen_US
gro.hasfulltextNo Full Text


Files in this item

FilesSizeFormatView

There are no files associated with this item.

This item appears in the following Collection(s)

  • Journal articles
    Contains articles published by Griffith authors in scholarly journals.

Show simple item record