Employment Relations

Publications (by Dionne Pohler)

Publications (by Dionne Pohler)

Are Unions Good or Bad for Organizations? The Moderating Role of Management's Response

Employment Relations Unions Strategic HRM Voice

Unions can be good or bad. It depends on management's strategies and response toward its employees and the union.

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Are Unions Good or Bad for Organizations? The Moderating Role of Management's Response

Pohler, D., & Luchak, A. (2015) Are Unions Good or Bad for Organizations? The Moderating Role of Management's Response. British Journal of Industrial Relations, 53(3): 423-459. Read a shorter summary of this research here.

 

Union impact research has been hindered by an underdeveloped conceptualization of management response, contributing to inconclusive empirical findings. Integrating the collective voice/institutional response model with the appropriateness framework, we propose that an employee-focused business strategy is a critical moderating variable in the relationship between union density and organizational outcomes that mitigates the negative effects of unions and enhances the positive effects by sending a clear signal of management's intentions to co-operate. Using a panel dataset of Canadian organizations over six years, we provide empirical evidence to support our arguments.

Unions can be good or bad. It depends on management's strategies and response toward its employees and the union.

2018-01-15 18:34:50

Multinationals' Compliance with Employment Law: An Empirical Assessment Using Administrative Data from Ontario, 2004-2015

Governance Employment Relations Law Public Policy Unions

Do multinational companies comply with the law in a developed country like Canada? Our key findings based on data from Ontario suggest that unions predict compliance across all foreign MNCs, and there are systematic country-of-origin effects on MNC compliance in non-unionized workplaces.

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Multinationals' Compliance with Employment Law: An Empirical Assessment Using Administrative Data from Ontario, 2004-2015

Pohler, D., & Riddell, C. (accepted) Multinationals' compliance with employment law: An empirical assessment using administrative data from Ontario, 2004-2015. Industrial and Labor Relations Review.

Our study contributes new evidence to the literature on MNC behaviors by exploring three related questions: (1) Do MNCs comply with local employment laws in a developed country? (2) To the extent that compliance varies across MNCs, what factors are important in shaping compliance? (3) Is there a “foreignness” effect for MNCs operating in developed countries, and does this effect vary according to country-of-origin and/or union status? To investigate these questions, we compiled unique firm-level administrative data on MNC compliance with regulatory and quasi-regulatory employment practices during mass layoffs in Ontario, Canada. Adopting a research design that uses the behavior of Canadian MNCs as the comparison group, our key findings suggest that unions are a very robust predictor of compliance across all foreign MNCs, and that there are systematic country-of-origin effects on MNC compliance in non-unionized workplaces.

Do multinational companies comply with the law in a developed country like Canada? Our key findings based on data from Ontario suggest that unions predict compliance across all foreign MNCs, and there are systematic country-of-origin effects on MNC compliance in non-unionized workplaces.

2018-01-15 17:27:43

Does Pay-For-Performance Strain the Employment Relationship? The Effect of Manager Bonus Eligibility on Non-Management Employee Turnover

Employment Relations Inequality Strategic HRM

Are performance incentives a good or a bad thing for employees and organizations? We find evidence that managerial eligibility for bonuses may strain the employment relationship and increase nonmanagemnet employee turnover, unless there are also HR practices that train and incentivize managers to treat employees well.

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Does Pay-For-Performance Strain the Employment Relationship? The Effect of Manager Bonus Eligibility on Non-Management Employee Turnover

We tested the organization-level effects of manager pay-for-performance practices on nonmanagement employee turnover within the context of agency theory and equity theory—two frameworks commonly applied to understand compensation policy and practice. We also propose an alternative theoretical perspective that predicts that managerial pay-for-performance policies may strain the employment relationship and increase nonmanagement employee turnover, unless there are HR practices that train and incentivize managers to treat employees well. We compare these alternative models to establish how well each framework explains the observed effects. Agency theory and equity theory receive limited empirical support in our lagged panel data set of organizations, whereas broader empirical support is established for the strain effect of manager pay-for-performance on the employment relationship. We discuss the implications of our findings for compensation theory, research, and practice.

Are performance incentives a good or a bad thing for employees and organizations? We find evidence that managerial eligibility for bonuses may strain the employment relationship and increase nonmanagemnet employee turnover, unless there are also HR practices that train and incentivize managers to treat employees well.

2017-10-31 17:17:13

Strategic HR System Differentiation between Jobs: The Effects on Firm Performance and Employee Outcomes

Inequality Employment Relations HR Practices Strategic HRM

Does treating employees differently based on the job they perform affect firm performance and employee attitudes? We found that while organizations may benefit from treating employees differently, employees who were recipients of lower HR investments perceived the organization to be less fair and were more likely to leave.

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Strategic HR System Differentiation between Jobs: The Effects on Firm Performance and Employee Outcomes

Schmidt, J., Pohler, D., & Willness, C. (accepted) Strategic HR System Differentiation between Jobs: The Effects on Firm Performance and Employee Outcomes. Human Resource Management.

The purpose of this research was to understand whether firms apply different human resource management systems to different occupations within the same organization (HR differentiation) and how the extent to which they do so may influence firm and employee outcomes. We conducted two studies pertaining to these questions. The first study was based on data collected from managers, and the results suggest that firms differentiate their HR investments based on the strategic value of occupations to the firm, which was further associated with the human capital of those occupations. Differentiation in human capital was also associated with firm performance. The second study was based on data obtained from nonmanagement employees. The findings indicated that employees who were recipients of less HR system investment had lower fairness perceptions, which were further associated with higher turnover intentions and lower organizational citizenship behavior. Although the evidence from these studies suggests that firms may realize benefits from strategic HR system differentiation, managers should carefully consider how to balance the effects of differentiation on firm performance and employee well-being before implementing such systems.

Does treating employees differently based on the job they perform affect firm performance and employee attitudes? We found that while organizations may benefit from treating employees differently, employees who were recipients of lower HR investments perceived the organization to be less fair and were more likely to leave.

2017-01-24 21:56:24

Federated Co-operatives Limited: Change Management

Governance Employment Relations Co-ops

Federated Co-operatives Limited struggles with implementing massive organizational changes in talent management, technology, and branding.

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Federated Co-operatives Limited: Change Management

Pohler, D. (2016) Federated Co-operatives Limited: Change Management. Ivey Publishing.

In 2013, after almost three years of making organizational changes, the chief executive officer of Federated Co-Operatives Limited (FCL) wondered if he was pushing his unique company through a transformation too quickly or if he was not pushing hard enough to modernize the company. FCL was a co-operative, a remnant of a farmers’ purchasing association that had grown to become one of the 50 largest companies in Canada. However, the company’s financial success and democratic governance structure had lulled FCL into a situation characterized by outdated processes and systems. Information technology, branding, leadership, and talent management processes needed to be transformed, and a culture change was necessary to move forward. But some employees were resisting, possibly as a result of burnout due to the magnitude of change or the co-operative governance structure that complicated the process of change. The chief executive officer needed to address his employees at a questions and answers session about the progress of the transformation. What should he tell them?

Federated Co-operatives Limited struggles with implementing massive organizational changes in talent management, technology, and branding.

2017-01-24 21:55:03
Other Publications

Other Publications

Ontario Changing Workplaces Review

Governance Employment Relations Law Public Policy Unions

Find the commissioned research reports and the final government report for the Government of Ontario's recent review of its employment and labour law.

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Ontario Changing Workplaces Review

Government of Ontario: Ontario Changing Workplaces Review.

“A simultaneous review of both Acts is unprecedented in Ontario. The review process requires us to examine academic and inter-jurisdictional research, and solicit feedback from the general public and stakeholders. Since the launch of the review, a substantial amount of work has been completed. We undertook pre-consultation meetings with stakeholders and academics, released the review’s “Guide to Consultations” paper to commence public consultation, commissioned multiple academic research projects to aid in the review process, and met with interested stakeholders. We have held 12 public consultation sessions across the province. We have spoken at eight conferences and meetings to a large cross-section of employers, unions and worker advocates in order to inform them of the issues that are before us and to encourage their participation in the review process. In total, we heard over 200 presentations and received over 300 written submissions from employers, unions, employee advocacy groups, and other interested parties. We have completed our review of these submissions and an overview will be included in our public Interim Report that will outline many of the issues and options for change that we have been asked to consider.” (Changing Workplaces Review Advisors)

Find the commissioned research reports and the final government report for the Government of Ontario's recent review of its employment and labour law.

2017-01-26 03:17:24
Articles

Articles

Organizations often find it challenging to increase diversity and inclusiveness. Does diversity training work or backfire?

Debate: Does diversity training work?

Organizations often find it challenging to increase diversity and inclusiveness. Does diversity training work or backfire?

2018-02-16
www.gendereconomy.org 2018-01-15 20:35:32
Inequality Employment Relations HR Practices Discrimination Debate: Does diversity training work? 2018-01-15 20:35:32
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"This is the fundamental weakness of the minimum wage: you can force business to pay their employees more, but you can’t force them to hire them."

Why a guaranteed minimum income is a better option than raising the minimum wage

"This is the fundamental weakness of the minimum wage: you can force business to pay their employees more, but you can’t force them to hire them."

2018-02-16
nationalpost.com 2018-01-15 20:15:06
Inequality Governance Employment Relations Development Income and Wealth Law Why a guaranteed minimum income is a better option than raising the minimum wage 2018-01-15 20:15:06
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News Items

News Items

A changing workplace means changes for the HR profession. Regulators, universities and HR associations need to keep up with the changes.

Transforming HR

A changing workplace means changes for the HR profession. Regulators, universities and HR associations need to keep up with the changes.

2018-08-10
www.hrreporter.com 2018-08-10 14:05:12
Governance Employment Relations HR Profession Strategic HRM Transforming HR 2018-08-10 14:05:12
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Dionne is interviewed by the Globe and Mail to discuss the effects of British pay transparency laws on Canadian companies.

Britain reveals big gender pay gaps at Canadian firms

Dionne is interviewed by the Globe and Mail to discuss the effects of British pay transparency laws on Canadian companies.

2018-04-09
www.theglobeandmail.com 2018-04-12 01:11:59
Inequality Employment Relations Income and Wealth Discrimination Britain reveals big gender pay gaps at Canadian firms 2018-04-12 01:11:59
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Dionne speaks to CBC's "Ontario Today" to answer questions about Ontario's pay transparency legislation. 

Closing the wage gap: Ontario's pay transparency legislation

Dionne speaks to CBC's "Ontario Today" to answer questions about Ontario's pay transparency legislation. 

2018-04-12
www.cbc.ca 2018-04-12 01:08:58
Inequality Employment Relations Income and Wealth Discrimination Closing the wage gap: Ontario's pay transparency legislation 2018-04-12 01:08:58
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"The experiences of Alberta and Seattle, two jurisdictions that share Ontario's $15-an-hour goal, offer some lessons on how to adjust to a higher minimum wage: that is, if Ontario businesses can weather the short-term storm."

Alberta, Seattle offer lessons for Ontario on 'Fight for $15' minimum wage: Ontario's rate increased to $14 per hour from $11.60 — a 21% jump— on Jan. 1

"The experiences of Alberta and Seattle, two jurisdictions that share Ontario's $15-an-hour goal, offer some lessons on how to adjust to a higher minimum wage: that is, if Ontario businesses can weather the short-term storm."

2018-02-16
www.cbc.ca 2017-11-01 14:04:08
Inequality Governance Employment Relations Income and Wealth HR Practices Law Alberta, Seattle offer lessons for Ontario on 'Fight for $15' minimum wage: Ontario's rate increased to $14 per hour from $11.60 — a 21% jump— on Jan. 1 2017-11-01 14:04:08
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Other Valuable information

Other Valuable Information

The five-week college teachers' strike in Ontario was one of the longest labour stoppages in the system's history. Panelists discuss the implications of the strike for different stakeholders.

An Ontario college strike out

The five-week college teachers' strike in Ontario was one of the longest labour stoppages in the system's history. Panelists discuss the implications of the strike for different stakeholders.

2018-04-11
tvo.org 2018-01-15 20:05:25
Governance Employment Relations Law Public Policy Unions An Ontario college strike out 2018-01-15 20:05:25
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