bourgeois sutton asa 04 (2)
TRANSCRIPT
Legal Environments, The Employment Relationship, and Management Regimes:
Evidence Over Thirty Years
American Sociological AssociationAugust 2004
Michael BourgeoisJohn R. Sutton
University of California, Santa Barbara
The neoinstitutionalist model of changes in the employment relationship:
• Diffusion of employment relations policies driven by– State-generated EEO/AA mandates– Uncertainty about criteria of compliance– Interpretive work of legal and HR
professionals• Limitations of the model
– Focus on discrete innovations rather than management regimes
– The foundings problem
Pushing the model forward:
• Research questions:– How are practices distributed across different types of
organizations?• Public vs. private• Size
– Do employment relations practices cluster into distinct management regimes?
– Do these regimes change over time?• Research strategy: relational analysis of forms and
practice space
The sample:
• 279 employers in CA, VA, and NJ
• Private firms: banking, chemicals, electrical mfg., machinery, retail trade, transportation, hospitals, nonprofits
• Public agencies: city, county, state, federal
• Retrospective data from 1955 to 1985
Hypothetical regime attributes:
• Taylorism/Fordism: time & motion studies, piece rates, output measures, time clocks
• Human relations: Personnel office, HR program, suggestion box/awards, recreation programs, counseling programs, regular social activities,attitude surveys
• Union/industrial relations: union contract, labor relations office, legal office, union grievance procedure
• Legalization: AA office; labor attorney on retainer; policies re racial/ethnic minorities, women, physically or mentally handicapped, homosexuals, employees over 40, pregnant women, nonsmokers; job descriptions; employment tests; promotion tests; salary classifications; performance evaluations; job ladders; disciplinary warnings/hearings; records kept of disciplinary hearings; nonunion grievance procedures (exempt & nonexempt); maternity leave
• Exclusionary: subcontracting services, any EAW clause, work at home, temporary employment
• Unclassified: dress/hair codes, employee gifts
Step 1: Blockmodels for organizational forms
1955Private large
Private small
Public large
Public small
Private large 0.159 0.127 0.129 0.101Private small 0.100 0.105 0.063 0.050Public large 0.176 0.123 0.217 0.188Public small 0.107 0.064 0.156 0.112
0.1181965
Private large 0.240 0.237 0.240 0.222Private small 0.161 0.204 0.122 0.125Public large 0.279 0.216 0.374 0.337Public small 0.234 0.193 0.317 0.276
0.215
1975Private large 0.435 0.449 0.410 0.462Private small 0.230 0.265 0.193 0.232Public large 0.434 0.406 0.498 0.527Public small 0.367 0.363 0.412 0.444
0.350
1985Private large 0.572 0.612 0.532 0.574Private small 0.376 0.449 0.327 0.381Public large 0.599 0.586 0.637 0.652Public small 0.504 0.533 0.522 0.559
0.508
• Average density (isomorphism) increased across all forms over time
• Average density increased within forms over time
• Large organizations (public and private) internally isomorphic from 1955 on; small publics from 1965 on.
• Small private organizations never developed an internally coherent set of management practices. Nor do they share higher than average numbers of management practices with other orgs across all time periods.
• Large organizations (public and private) dominated the practice space 1955-85.
Step 2: Mapping the practice space
.52 Health & safety officeBenefits office
.62 Labor rel. office
.68 Legal office
Union contract .28Union grievance procedure
Labor attorney .64
.79
.79
.61Promotion testing
Job ladders.73
Employment testing
HR programs
Recreation pgms..73
Counseling pgms..66
.71 Time clocksEmployee gifts
Output measures.68 Time & motion
Policy re nonsmokers.72 Policy re homosexuals
Home work.76 Piece rates
.63
.68
.72
Social activities
Maternity leave
Subcontracting
Temporary work
Suggestion awards
.69 Dress & hair codes
Suggestion box .62
.59
Disc. warnings.24
.26
Job descriptionsSalary classifications
.32 Personnel evals.
.46 Personnel office.49 Nonunion grievance procedures
Disc. records.41 Disciplinary hearings
1
4
3
7
5
10
6
9
8
.79
Centralized promotion & discharge
.34.78
.10 Racial minorities & women
.25 Handicapped
.32 Age
.44 Mentally ill
.52 Pregnancy
Centralized hiring
.52 Health & safety officeBenefits office
.62 Labor rel. office
.68 Legal office
Union contract .28Union grievance procedure
Labor attorney .64
.79.52 Health & safety officeBenefits office
.62 Labor rel. office
.68 Legal office
Union contract .28Union grievance procedure
Labor attorney .64
.79
.79
.61Promotion testing
Job ladders.73
Employment testing.61Promotion testing
Job ladders.73
.61Promotion testing
Job ladders.73
Employment testing
HR programs
Recreation pgms..73
Counseling pgms..66 HR programs
Recreation pgms..73
Counseling pgms.
HR programs
Recreation pgms..73
Counseling pgms..66
.71 Time clocksEmployee gifts
.71 Time clocksEmployee gifts
Output measures.68 Time & motion
Output measuresOutput measures.68 Time & motion
Policy re nonsmokers.72 Policy re homosexuals
Policy re nonsmokers.72 Policy re homosexuals
Home work.76 Piece rates
Home work.76 Piece rates
.63
.68
.72
Social activities
Maternity leave
Subcontracting
Temporary work
.63
.68
.72
Social activities
Maternity leave
Subcontracting
.63
.68
.72
Social activities
Maternity leave
Subcontracting
Temporary work
Suggestion awards
.69 Dress & hair codes
Suggestion box .62
.59
Disc. warnings.24
.26
Job descriptionsSalary classifications
.32 Personnel evals.
.46 Personnel office.49 Nonunion grievance procedures
Disc. records.41 Disciplinary hearings
Suggestion awards
.69 Dress & hair codes
Suggestion box .62
.59
Disc. warnings.24
.26
Job descriptionsSalary classifications
.32 Personnel evals.
.46 Personnel office.49 Nonunion grievance procedures
Disc. records.41 Disciplinary hearings
1
4
3
7
5
10
6
9
8
.79
Centralized promotion & discharge
.34.78
.10 Racial minorities & women
.25 Handicapped
.32 Age
.44 Mentally ill
.52 Pregnancy
Centralized hiring
Centralized promotion & discharge
.34.78
.10 Racial minorities & women
.25 Handicapped
.32 Age
.44 Mentally ill
.52 Pregnancy
Centralized hiring 2
Step 3: Correspondence analysis results
-0.5
-0.25
0
0.25
0.5
0.75
1
Dim
1
PR_LG55
PR_SM55
PU_LG55PU_SM55
PR_LG65
PR_SM65
PU_LG65PU_SM65
PR_LG75
PR_SM75
PU_LG75PU_SM75
PR_LG85
PR_SM85
PU_LG85PU_SM85
Rights policiesRights practicesIndustrial Rel
Protolegal
Cluster 5
Human Rel
Taylorism
Paternalism
Gays & nonsmokers
Sweatshops
-0.6 -0.4 -0.2 0 .2 .4 .6Dim 2
-0.5
-0.25
0
0.25
0.5
0.75
1
Publ
ic
PR_LG55
PR_SM55
PU_LG55PU_SM55
PR_LG65
PR_SM65
PU_LG65PU_SM65
PR_LG75
PR_SM75
PU_LG75PU_SM75
PR_LG85
PR_SM85
PU_LG85PU_SM85
Rights policiesRights practicesIndustrial Rel
Protolegal
Cluster 5
Human Rel
Taylorism
Paternalism
Gays & nonsmokers
Sweatshops
-0.6 -0.4 -0.2 0 .2 .4 .6Dim 2
Priv
ate
• CA maps associations between variables.
• Both org forms and management regimes are arrayed into one map.
• Management Clusters (columns) are in red; organizational forms (rows) are in black.
• Proximity between a row and column implies association.
• Dimension 1 differentiates public and private organizations.
• Dimension 2 maps time from left to right.
• Arrows trace isomorphism across time toward legal core.
Conclusions
• Organizations are dual structures; the duality of forms and practices can be modeled across populations and over time
• Dynamic analysis of management regimes can reveal trends toward (or away from) isomorphism
• These data show trends toward legalization, but legalization is a multifaceted phenomenon
• Future work: parametric analyses, state-level legal environments
Cluster resultsPractices Associated with Cluster
Cluster 1: Rights policies Policies regarding racial minorities, women, handicapped, age, mentally handicapped, pregnancy; centralized hiring, centralized promotion and discharge
Cluster 2: Rights practices Disciplinary warnings, disciplinary hearings, records kept of disciplinary hearings, job descriptions, salary classifications, personnel evaluations, personnel office, nonunion grievance procedures, suggestion box, suggestion awards, dress and hair codes
Cluster 3: Industrial relations
Union contract, union grievance procedure, labor attorney on retainer; health & safety, benefits, labor relations, Affirmative Action, and legal offices
Cluster 4: Protolegal Employment tests, promotion tests, job laddersCluster 5 Social activities, maternity leave, temporary work,
subcontracting for servicesCluster 6: Human
relationsHR programs, counseling programs, recreation programs
Cluster 7: Taylor/ Fordism Time & motion studies; output measuresCluster 8: Paternalism Time clocks, employee giftsCluster 9 Policies regarding homosexuals and nonsmokersCluster 10: Sweatshops Piece rates, home workUnclustered Practices • Attitude surveys
• EAW clauses• Career development office
Cross Classification of Organizational Form and Management Practice Clusters (stacked by year)
11091029555172251131PU_SM 85
214917598681167380243PU_LG 85
116107213519458108549256PR_SM 85
121882329322969224716415PR_LG 85
0164530332915175PU_SM 75
23514205673123307141PU_LG 75
817911121174273277129PR_SM 75
4465193413546155436210PR_LG 75
003111324158919PU_SM 65
22551128515119250PU_LG 65
20655669195811753PR_SM 65
32279946237515539PR_LG 65
001014127434PU_SM 55
2232618322911230PU_LG 55
003132246265025PR_SM 55
3117431817487611PR_LG 55
Cluster 10
Cluster 9
Cluster 8
Cluster 7
Cluster 6
Cluster 5
Cluster 4
Cluster 3
Cluster 2
Cluster1
ORG FORM
11091029555172251131PU_SM 85
214917598681167380243PU_LG 85
116107213519458108549256PR_SM 85
121882329322969224716415PR_LG 85
0164530332915175PU_SM 75
23514205673123307141PU_LG 75
817911121174273277129PR_SM 75
4465193413546155436210PR_LG 75
003111324158919PU_SM 65
22551128515119250PU_LG 65
20655669195811753PR_SM 65
32279946237515539PR_LG 65
001014127434PU_SM 55
2232618322911230PU_LG 55
003132246265025PR_SM 55
3117431817487611PR_LG 55
Cluster 10
Cluster 9
Cluster 8
Cluster 7
Cluster 6
Cluster 5
Cluster 4
Cluster 3
Cluster 2
Cluster1
ORG FORM
Mean cluster frequencies across organizations, by year
0
10
20
30
40
50
60
70
1956
1958
1960
1962
1964
1966
1968
1970
1972
1974
1976
1978
1980
1982
1984
Year
Wei
ghte
d M
ean
Clu
ster
Fre
quen
cies Rights policies
Rights practicesIRProtolegal
Mean cluster frequencies across organizations, by year
0
10
20
30
40
50
60
70
1956
1958
1960
1962
1964
1966
1968
1970
1972
1974
1976
1978
1980
1982
1984
Year
Wei
ghte
d M
ean
Clu
ster
Fre
quen
cies Cluster 5
Human relationsTaylor/FordismPaternalismGays & nonsmokersSweatshops
Step 1: Blockmodels for organizational forms
• Mt is a (279 organizations × 44 practices) matrix for t = (1955, 1965, 1975, 1985):
• Co-occurrence matrix Ct :
• Overlap matrix Ot : divide all cells of Ct by row sums of Mt to yield percentage overlaps
1...101...............0...0001...0110...010
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